Why do change management initiatives fail?

Change management has been and still a growing trend within organizations and companies from their internal to external processes and agendas. However, some people and organizations put forth resistance towards change and the concept itself of change management, rather than adopting change management and supporting this new transformation. One could say that the reason behind this opposition to change management is because people are afraid of change and bringing the necessary skills to do so. 

With the lack of support towards change management leads to insufficient change, inability to transform, and the inefficiency of agility. But, if change management is implemented there is fundamental relevance and features that prepare organizations and companies to grow and excel.

Now, let’s explore what change management is and who this term is exactly relevant for.

What is meant by change management?

Change management is a growing concept and redefining boundaries within companies and organizations by focusing on change. Here, the key factor of change management is certainly change, because the process concentrates on transforming and redefining the utilization of resources, processes within the company, and other necessary steps for change from activities to operations that center on change. 

The most recognized and used change management concept is: digital transformation. In fact, according to the Gartner View from the Board of Directors Survey in 2021 reports that 69% of organizations have made use of the digital transformation trend by boosting their digital business initiatives which ultimately results in enhanced volume, frequency, and complexity of change. Here it is visible that companies and businesses that adopt digital transformation which ties with the implementation of change management can definitely increase their business enterprises and aims. 

In fact, a great way that digital transformation is integrated with change management is visible with Walkme which takes into account all the perks of change management with digital transformation and unites them to boost productivity during change, maximizes the impact of change, and accelerates the impact of change altogether. 

Who is change management relevant for?

Change management is relevant for many different types of people, crucial projects, and distinct companies. However, in terms of who is change management relevant to comes in three main forms. These three forms of change management is described as: 

1. Individual
2. Project
3. Organization

Individual change relates to five vital elements of: desire, awareness, knowledge, ability, and reinforcement. This particular change management type concentrates on being goal-oriented and how people experience change. Also, it is important to note that in order to succeed with this change model it is essential to successfully fulfill each element accordingly. 

Project change is a project based model which means that it centers on a specific project basis. In order to ensure success in this change management, it is important to follow a structured process and tools that will achieve a strong result in terms of the particular project in hand.

Organizational change is a strong way of impacting employees with their daily work within the organization they work for, such as tasks, processes, and departmental work. A core function of organizational change focuses on change capacity and elements of change.

Who is responsible for change management?

Although change management is associated with the relevance of three models: individual, project, and organization, there are different elements to who is responsible for change management. There are a few fundamental roles which take on the responsibilities for change management, from change managers to project managers to business stakeholders, etc. Let’s engage with the responsibilities linked with change management.

Change managers are one of the crucial people who take on the responsibility and structure of running changes related to the IT department. However, change managers are not limited to IT, they also concentrate on business administration, operational changes, analyzing information, and transferring data. Another role who is responsible for change management is visible with project managers which center on presenting and implementing successful changes of projects and integrating data from employees on a project basis. 

In addition, change approvers are another major role that serves core responsibilities for change management, because they are in charge of the approval process from initial to end. This role can be administered by one person or a group of people depending on the destiny of the responsibility of the change management in process. Business stakeholders hold a crucial role within change management and are associated with the authorization part of the change processes. Employees hold major responsibility in change management too, due to the fact that employees question the why aspect of effective change management and adapt accordingly to the change in action. 

Conclusion

In order to excel and succeed within the new area of companies and organizations it is really important to focus on the concept of change and ultimately change management. Change management is vital to understand how change occurs and how to transform with the new trends within the digital age, such as digital transformation, because it structures on these changes and how to surpass them with minimal effect. 

Despite the fact that many people fear change, the future is not afraid to transform itself. Therefore, adopting and executing change management may seem problematic at first but it holds many advantages and features that can enhance and empower your company. 

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