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In large-scale transformation projects, the success of organizational change management (OCM) hinges on maintaining a clear focus on people readiness. However, when OCM team members become overly absorbed in the technical aspects of a project, such as system debugging or technical troubleshooting, people readiness activities are commonly deprioritized.
Even the most successful partnerships face challenges early on. Before winning six NBA championships, Michael Jordan and the Chicago Bulls endured years of playoff disappointments and internal clashes. Similarly, Steve Jobs didn’t transform Apple into one of the world’s most valuable companies overnight—he actually resigned in 1985 due to internal tensions, only to return in 1997 and lead a historic turnaround.
Often, organizations complete lessons learned sessions after a project, but don’t always know how to leverage these as they move to the next initiative. They can get lost in the shuffle, quickly forgotten, or overshadowed by other concerns. I once heard a client call them “lessons documented” since many times they are captured but not learned.
When shopping for a car, your budget drives you toward the make and model that you can afford. With a limited budget, would you test drive a Tesla or a Toyota?
Many mid-size organizations face the same predicament when developing their enterprise change management capability. Just like the family that needs a reliable vehicle and wants to get the most for their money, small and medium-sized companies need consistent enterprise change management to help them thrive and survive.
What I learned about doing 75 Hard the second time is you must have unwavering commitment.
Implementing Workday as your new ERP (Enterprise Resource Planning) system is a significant milestone, but the process doesn't end at go-live. Once the system is live, several critical steps are necessary to ensure successful adoption and ongoing system optimization and effectiveness.
As I was thinking about this topic, Information Overload, I started thinking about…how do I connect with someone’s writing? How do I comprehend and understand what is being said or written? For clarity in my writing, I sometimes like to start with a definition. When I looked up the definition of comprehension, Oxford Languages defines comprehension as: the action or capability of understanding something. But what really got me thinking was the archaic definition: inclusion.
In a world where there is a new, shiny thing around every corner, there’s something to be said for the tried-and-true change management tools we have used for years. Regardless of whether the change is a technology implementation or organizational restructuring, there are a few change management tools that will always set you up for success. These core change management tools deliver consistency within the change management practice and industry.
Are you one of those people who enjoys being scared? Do you start planning your annual haunted house tours and Halloween decorations months in advance? Do you love the idea of “fright night” at the movies?
By Harli Manuel and Carolyn Konicki
While most change initiatives differ in many ways, some of the most critical players in driving effective change are the subject matter experts (SMEs). A SME is an individual who possesses historical knowledge or expertise about a particular part of the business or the change initiative taking place. SMEs are valuable to change initiatives and change management partners in many ways. Some notable examples of how an individual identified as a SME can play a vital role in driving change are: