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Change Management
As mentioned in my very first blog, I want to become a certified PROSCI® change management practitioner. 9 Years after my first change management program I’m finally certified. It was a great three days training from the People side of change in The Netherlands last week.
I was already familiar with the ADKAR model after reading the book from Jeffrey Hait. So, I was well prepared to rock the change management certification training. The training was amazing, and I learned so much more about change management and especially about the people side of change. I thought that after 9 years of change management I would know what to do but trust me that was naïve of me as I haven’t really got the full understating of the PROSCI / ADKAR methodology before.
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What is a company or organisational culture? It is as simple as “How we do things around here, sometimes a set of unspoken believes that govern how people decide what to do”
To explain it in more details, it is the environment in which we work, the standards to which we are held, the relationships we have with our colleagues, the processes in which we communicate, and the unspoken beliefs we share with our staff members.Continue Reading…
We live in a time of change, transformation and disruption where digital transformation is the buzzword a lot of company uses in their communication and strategies these days. Everything is about digital transformation or just transformation. It’s looks similar like the 90s where change management was the buzzword and for each change, even changing pencils in the office required a change management plan. What I notice is that organisations use the word transformation while they actually mean change and visa versa. They use these words interchangeably.Continue Reading…
Why is change so hard? I asked myself this question during my first real business change program. I was assigned to build a new business process and as a rational person I looked at the current process together with a change team from the business. We eliminated all the ‘waste’ in the process and build a perfect new one. When we started to implement I thought this was easy. Forget the new process and just very simple tell everybody involved to follow the new process which we documented in a very nice and simple manner. One month later, less than 5% of the employees followed the new process…… How hard can it be to just follow the new process?
I started to search the internet about change management and bought the book SWITCH from the Heath brothers. This book was an eye-opener and a real inspiration for me to continue to learn about the rational and emotional part of people’s brain. Eight years later I still use it in my change programs.Continue Reading…
As I’m writing this blog post there are hundreds of thousand change management programs running and unfortunately the vast majority of these programs will fail. Why is it that so many change and transformation programs fail? Even when they all have great change leaders, programs, processes and governance in place.
During the last couple of years, I learned from the mistakes I did and to be honest I’m happy I did these mistakes so that I was better prepared for the next change programs.
I can think of hundreds mistakes I made while implementing change but below you can find the top ten learnings I personally experienced and they taught me the most about effective and successful change management. The below top ten is in random order but are equally important to pay attention to while implementing lasting change.Continue Reading…
