Change is required to stay competitive in today’s fast-moving, interconnected, complex business landscape. But there’s a problem: Most organizations do not know how to lead effective change initiatives that drive long-term adoption. The problem is complicated by human resistance to change. Change that disrupts the status quo can trigger emotional responses such as fear, anger, stress, and anxiety. If changes in job title, management, social norms, or workplace environment are perceived as dangerous to us, this can hinder our ability to respond productively and trigger our fight-or-flight response. The result? Too often, the needed changes fizzle out, meet with employee resistance, and fail to achieve the desired results. Time and money are wasted. Improvements are delayed. Organizations fall further behind.
It doesn’t have to be this way. There are evidence-based change management processes and training that make the difference in change resistance or acceptance. Leaders ignore them at their peril. Top performing organizations who cannot risk change failure roll out organizational change through a series of carefully strategized steps that begin with leadership preparation. Leaders who are mentally equipped to lead through change are a crucial part of effective change management.
We understand the relationship between technology, change, and adoption because we implement large scale technology implementations for clients in massive efforts that often involve thousands of users across the country, at all levels of digital literacy, with widely varying degrees of openness to change. Our highly certified team of change management experts have decades of experience successfully guiding organizations through change efforts big and small. We take a comprehensive and iterative approach from needs assessment through collaborative strategy sessions, training design, implementation, outcome analysis, re-evaluation, and change maintenance. The goal is to establish and sustain organizational changes that energize employees, meet organizational needs, and last long-term.
Change is both inevitable and necessary for relevancy and growth. However, change is challenging because it is uncomfortable, uncertain, and initially inefficient. The key to successful change is to use a structured, intentional, evidence-based, sequential process to meet objectives and minimize barriers to success. We have developed a four phased approach to change management that is rooted in theoretical and empirically demonstrated best practices for institutional culture change that involves culture and strategy alignment and is based in the ADKAR model.
The Pre-Launch phase begins when the need for change is realized and ends when the change vision is created and the guiding coalition is formed. During this phase our experts work with you to develop a vision for the change, build a guiding coalition to champion the change and lead through it, develop the initial change strategy, and craft the initial strategic communication plan.
Imagine a change is coming in your organization. Would you want a leader to jump right into training without informing you of why the change is needed? Or would you respond better to a leader that explains why the change is coming and how you are personally connected to the success of that change? During the Launch phase, we help leaders craft effective formal and informal connections and communications that introduce the change vision, support buy-in, and pave the way for a successful change strategy.
In the Execution phase leaders address the emotional needs of members, reduce resistance, continue to communicate the need and vision, seek group member input, and begin the process of changing the policies, procedures, practices, and systems to support change. These are embedding mechanisms to make the cultural change last.
In the Sustainment Phase, we work to maintain momentum and to anchor the change – e.g., the new way of doing business and thinking – into the culture. Our experts work with your leaders to set best practices to maintain momentum, deal with unanticipated consequences, and leverage sustainment mechanisms (e.g. evaluations, audits, etc.).
As Prosci certified Change Management experts, the HigherEchelon team uses assessments, interviews, focus groups, observation, and discussion to understand company culture and aspirations. Based on company needs and using the ADKAR process, we will collaborate with you to:
Contact us today to learn more. Email us at solutions@Higherechelon.com, call our toll free number (866) 469-9945 or fill out a contact form to discuss an initial consultation.