STORIES & SOLUTIONS FOR THE MODERN BUSINESS USER

Business leaders are constantly looking for ways to improve their organizations and streamline processes to meet current and future business needs. Most companies are transforming or need to transform to remain competitive, be more efficient, and position themselves for growth. With change comes disruption, but even when it is positive, change can be difficult to manage. With proper organizational change management, disruptions can be minimized, and successful transformation can be achieved.

Have you found yourself in a position where you are expected to lead team members through an important change initiative? Do you feel like you’re lost and don’t know the first thing about leading your team through transformation? You aren’t alone. One of the main reasons leaders resist change is because they lack confidence in their ability to manage the people side of change. 

Last week, more than 20,000+ human resources leaders and professionals from around the globe gathered for the 75th Annual SHRM conference in Las Vegas.  This year’s theme, Drive Change, could not be more appropriate for all of the transformations that have occurred in the workplace over the past 75 years, three years, or even the past six months (ChatGPT - we see you.)  

This is part two of a two-part blog series by Avaap Senior Consultant, Dr. Brandon Rogers, PMP, PMI-ACP. Part one looked at introducing the change curve and why it matters. 

This two-part blog series by Avaap Senior Consultant, Dr. Brandon Rogers, PMP, PMI-ACP, looks at change initiatives and the need to acknowledge and understand the emotional journey employees face before, during, and after any change initiative.

Studies show that millions of employees are feeling burned out, emotionally drained by work, and used up at the end of the day. What is the cause for employees’ deteriorating emotional state? Multiple change initiatives on top of day-to-day responsibilities is likely a key cause. 

New ERP systems are the catalyst for growth and change but success is more than getting the technical implementation right. When Hinds Community College made the move to Workday, their chief technology officer said they would do one thing different if doing it over again: bring change management into the process earlier.

The go-live date is a moment of great anticipation. It’s the final stretch of an implementation – a culmination of weeks, months and sometimes years of work – and a time that marks the difference between before and after in transformation initiatives. Even with careful planning, sometimes substantive changes impact the go-live date.

Music has many benefits – from improving memory to reducing depression and stress. Why not let it benefit your digital transformation efforts? We wrapped up the top hits and best practices to guide your ERP implementation project to top the charts.

Change management is our business.