The cliche that ‘People don’t like change’ needs to be challenged.
What are the two most profound changes a human being can face in life? Marriage and the birth of a child. Why do we run, not even walk, into those unalterable changes but push back on others? Understanding the differences between the two is understanding change management. It also provides some valuable insight into people in general. That’s very powerful.
The human side of implementing change in any organization requires that all stakeholders understand and embrace the purpose and the “why”of the proposed change. A lack of understanding and buy-in is the single largest obstacle that arises in the process of moving from ‘A’to ‘B’. The data may suggest that an alteration to the status quo is required, however without the active engagement and participation of those affected, the actual journey is hampered with pitfalls, roadblocks, potholes and detours.
Managing change can initially be divided into two categories: The change in process and technology, and the human side. Where the item being changed generally falls under Project Management, Change Management is the process of getting the people through that change as comfortably as possible. There are many theories, tools and methodologies that can be used to successfully bring those affected by change on board.
The Solution concentrates on two change methodologies, Kotter’s 8-Step, and the ADKAR model. While both deal with people and change and are virtually interchangeable, the Kotter model is more easily applied to organizational change and encompasses the entirety of the organizational hierarchy. ADKAR is approached to be more for either smaller changes, or individuals. Both are designed to provide concrete paths to get from ‘A’ to ‘B’.
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