The Vital Role of Change Management in Successful Organization Design
IIn the realm of operating models and organization design, the success of transformative initiatives hinges crucially on effective change management. Regardless of how groundbreaking your new operating model or how finely tuned your organizational structure is, without robust change management, the desired outcomes may remain elusive.
While this may seem like an obvious truth, the battle to secure funding for change management professionals persists. Often, even when support is secured, it arrives late in the process, presenting a considerable challenge for those tasked with managing change. As someone deeply involved in defining new operating models and organizational designs, my commitment lies not just in creating aesthetically pleasing PowerPoint presentations but in ensuring the practical implementation of these designs. Recognizing the importance of assessing change impacts from the project's inception, I am prepared to take on the responsibility even if external support is unavailable.
The question that lingers is why this problem persists. Is it a widespread lack of understanding regarding the value of change management, or do organization design practitioners not emphasize it enough? Could we, as professionals, be too enamored with the excitement of design, potentially overlooking the critical role change management plays?
Drawing from my experience, I've developed a concise checklist to address the challenges that often accompany organization design projects:
Proactively Inquire About Change Support: Begin discussions on change support early in the project, preferably during the project's initiation or contracting stage. Addressing this upfront may pose some risks, but it prevents entering a no-win situation.
Introduce Change Management Talent: If the opportunity arises, connect stakeholders with change management professionals. Referring to reputable experts, such as Wildfire (contact Preyal Dewani or Pramal Lad,) can instill confidence in the value of dedicated change support.
Present Case Studies: Share case studies that highlight the difference between projects with and without change management. This tangible evidence can illuminate the significant impact that change support can have on overall project success.
Communicate the Implications of a Lack of Support: Openly discuss the potential consequences of proceeding without change support and explore alternative approaches if necessary. Emphasize the need for expertise in navigating complex change dynamics.
Inquire About Previous Project Success: Ask about the success of previous projects, especially those involving new systems. Projects lacking adequate change support may have experienced challenges, providing valuable insights into the importance of change management.
Understand Objections to Change Support: Investigate the nature of objections to change support and work collaboratively to address concerns. Establishing a clear understanding can pave the way for overcoming resistance.
Consider Declining the Assignment: If the project lacks essential change support and poses a high risk of failure, consider the possibility of not accepting the assignment. Making this decision can be challenging, but it ensures professional integrity and the likelihood of project success.
By prioritizing change management from the project's outset, we can elevate the chances of successful implementation, steering clear of the frustration associated with failed initiatives. The checklist serves as a strategic guide for navigating the delicate balance between design excellence and the indispensable role of change management.