Why choosing the Right Change Management model is important in this pandemic situation?

Change management has many different semblances or looks. Some view change management as the process to obtain approvals. Some view change management as a testing process, but what exactly is Change Management and why is it important for an organisation is what we are going to explore.

 

Change Management is defined as the methods and manners in which a company describes and implements change within both its internal and external processes. It is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. It deals with many different disciplines, from behavioural and social sciences to information technology and business solutions. In a project-management context, the term "change management" may be used as an alternative to change control processes wherein changes to the scope of a project are formally introduced and approved.

 

There is no unique way to embrace change. It all depends on your industry, organisation’s culture, as well as the business goals you are trying to achieve. Keep in mind, your team’s ability to adapt to change has a direct impact on your business’s bottom line. 

 

A change management process includes a plan, project, and initiatives. These efforts often require changing the current business processes, job roles, and organizational structures as well as updating the technologies used in the organization. Even though different groups within organisations may look at change management differently, it is extremely important to always address the human side of change in organisational context because, employee communication is the key to drive change.

Drivers of change may include the ongoing evolution of technology, internal reviews of processes, crisis response, customer demand changes, competitive pressure, acquisitions and mergers, and organisational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organisation. 

The 7Rs of Change Management:

7Rs are the most important points that are to be considered in the whole change management process. These points are invoke in the conversation whenever anyone wants to make change request regarding anything in the organisation.

    - The REASON behind the Change?

    - RISKS involved in the requested change?

    - RESOURCES required to deliver the change?

    - Who RAISED the change request?

    - RETURN required from the change?

    - Who is RESPONSIBLE for creating, testing, and implementing the change?

    - RELATIONSHIP between suggested change and other changes?

Now coming to, “Why choosing the Right Change Management model is important?”

 

With the emergence of the current pandemic and the rise of remote work, change management has become one of the main priorities for businesses across the world. We all know driving and Inspiring Change is a challenge that most organisations are facing today and, Market Transparency, Labour Mobility, Globalisation, instantaneous communication, and constant access to information is forcing people to get out of the comfort zones and make changes within the organisation. With the help of Change management model an organisation can improve current performance, seize new opportunities, and address key issues. 

As companies are constantly changing their policies, procedures, and business processes, it is crucial to properly manage and communicate them in the entire workplace. Since every organisation has different company values, culture, goals and change objectives, not every change management model fit all. 

Top 5 Change Management Models

1. Kotter's Change Management Model: It is one of the most popular and adopted ones in the world. It has eight stages and each of them focus on employee’s response to change. It is an easy model to follow and incorporate. It focuses on preparing employees for change rather than change implementation itself.
2. McKinsey 7-S Change Management Model: It is one of the longest lasting change management models out there. Unlike most other models, this model focuses on all important factors that change may impact. While most other models represent a process or workflow, McKinsey’s model simply reminds us of all the business aspects that should be defined before the change strategy is implemented.
3. ADKAR Change Management Model: ADKAR model can be used by Change Managers to find out various gaps in the process so that effective training can be offered to the employees. Even though ADKAR model focuses on the business-oriented goals, it can be very useful to support employees to go through the process of change more easily. This change management model is a great solution for companies that are trying to look at both the business and people dimensions of change. Unlike other change management models, this model focuses on the identification and evaluation of the reasons why change is working or not, and why desired results are not being obtained.
4. Kubler-Ross Five Stage Change Management Model: This Model is different from the others in a sense that is 100% employee-oriented. The model can also be applied to other life situations such as loss of job, changes in work and other less serious health conditions.This model helps employers understand better their employees and empathize with them. This model consists of five stages through which your employees may be going during organisational changes. Most love this model because of its focus on employees, their feelings, and concerns, and needs. Because most employee go through the above mentioned feelings, it is extremely important to keep employees informed and to have an effective business communication strategy.
5. Lewin's Change Management Model: It is one of the most accepted and effective change management models. It helps companies better understand organisational and structures change. This model consists of three main stages with are unfreeze, change, and refreeze. Because of its simplicity, many organisations choose to follow this model when implementing change.

End note: Effective communication is one of the most important success factors for effective change management. All involved individuals must understand the progress through the various stages and see results as the change cascades.