The concept of change management is not a foreign concept and has been utilized by many of the world’s largest organizations for years.
Prosci a leading organization in change management studied how individuals experienced and are influenced in times of change and developed the ADKAR®
September 2015, an executive Accountant of a top business outfit in Nigeria had just returned from his month-long vacation. Mr. Patrick arrived at his desk feeling energized and eager to resume his duties. Then he received a memo that almost derailed his entire day. The memo, about 23-pages long detailed the functions and benefits of a newly acquired accounting software.
But Mr. Patrick wasn’t seeing any benefit the software promised yet. And this promise did nothing to clear the throbbing pain of frustration that was building up inside him.
What was wrong with the software he’s been using?
If the old one works just fine why bother switching to this new one that looks complicated?
Mr. Patrick’s case is not unique to organizations who come up with new initiatives. In fact, it is to be expected because psychologically, humans resist change.
How did you feel when you were required to make a change in your organization?
This is why incorporating change management in an organization’s initiative is more important than ever.
Change management is the structured approach that guides, prepare, equip and support individuals and teams in adopting change to drive the successful outcome of an initiative or project.
Change management in an organization provides a detailed communication process involving all participants towards a common positive objective.
It also ensures a detailed training/coaching program where necessary for an initiative’s usage and execution.
Yes, humans resist change, but we are also quite resilient and adaptive even in unfamiliar situations. And change management helps us understand how people experience change and what they’ll need to adapt to it. It helps an organization’s project leader measure accurately, a successful change transition.