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Throughout 2021, the Avaap change management team presented webinars on topics from leading through change in the public sector to how analytics can improve change initiatives. As we prepare to say goodbye to 2021, we asked our change management presenters to share one more thing about improving the change management process.
New software, mergers and acquisitions, executive leadership changes, or new policies and procedures will always bring disruption. It’s hard for individuals to change, and even harder for an entire organization to accept a new way of working. What might seem like a small change can become a huge headache and challenge if leaders do not effectively manage the people impact of business change. Knowing where your organization has been, where it is today, and what is needed to be successful in the future is key to successful transformation. Here are three things to think about if your organization is approaching change.
What can you do when an opinion leader is negative about the organization and any changes?
Is agile workforce related to IT agile development?
For many organizations, the decision to move to the cloud is both simple and difficult at the same time. On one hand, the benefits are clear: streamlined operations, fewer manual processes, and improved efficiency. However, the process to get there can be daunting due to the time, effort, complexity, and cost that goes into a cloud implementation. The trepidation is compounded for organizations that hold bad memories from getting to where they are now with their current system.
It’s important to not let the pain of past ERP implementations get in the way of your future with a cloud transformation. Below are ways to set yourself up for success when moving to the cloud.
I recently heard the term "portfolio of changes." Is that a concept or tangible asset you recommend companies create?
How can we balance the change tolerance of the individual and that of the organization? How do you respect the team's fatigue with the demands of the world?
I have found that intentional, facilitated conversations and the one-on-one approach makes a difference in improving success with change. Do you have thoughts about the balance between the two?
Leaders often ask, “How do I know my efforts to drive adoption are working?” The short answer is, you get what you measure. The longer answer is monitoring change readiness and measuring its impact in a structured, purposeful manner will help you:
May is Mental Health Awareness Month. As the world moves forward from the pandemic and more organizations restart or ramp digital transformation plans, people are still trying to regain their footing in the workplace and personally.