“The beginning of the year usually invites us to want to change something. However, most of the so-called New Year’s resolutions are not long-lasting, just as many of the changes we try to implement in a corporate context are not. People are at the heart of any transformation process, and a significant percentage give different reasons why change doesn’t work. However, we live in a world that is changing ever faster (and ever more unpredictably), so it is essential that everyone is prepared to embrace the unexpected, and with a mindset of openness to change. Is Change Management a key factor in achieving success? AMT believes so, which is why it has developed the “A Matter of Change” framework. At the end of the first month of the year, we invite you to reflect on this topic and plan lasting changes!”
A new year is often synonymous with new beginnings. We make the traditional “New Year’s resolutions” and we are naturally more willing to change our lives for the better – whether on a personal level (the number of gym enrollments increases, we start eating healthier, we define a strategy to save money…) or on a professional level (we set more ambitious goals, research training courses to improve certain skills, many of us consider changing jobs…)! However, there is something very common to so-called “New Year’s resolutions”: most of them don’t last over time! Before we go any further, we invite you to think about how many of the New Year’s resolutions you made are still active? And how many have already been abandoned? Yeah, right…
You may ask: “How does all this relate to Change Management?” It’s simple: Change Management helps to ensure, in an Organizational context, that the changes we want to implement are not temporary, and that we adopt the necessary (and most appropriate) strategies to succeed in the missions we set. After all, nobody likes to fail!
Let’s start by clarifying “What is Change Management?”. Change Management is a structured and planned process to help companies, teams or individuals adopt significant transitions effectively and smoothly. It can involve changes to processes, procedures, technology, organizational structure or corporate culture. Change Management will seek to provide alignment to reduce resistance to change and maximize the acceptance and commitment of all those impacted by it.
But… why is Change Management a hot topic? The answer to this question is also simple: we live in a world that is constantly evolving, and changes are becoming more and more frequent. It is therefore essential that people are prepared to adapt, learn and thrive in this increasingly demanding world! Aware of the importance of this discipline in achieving success, Organizations are much more awake and willing to put Change Management on their agendas and make it a strategic issue for their operations.
We must admit that, up to this point, everything seems quite simple. However, the complexity begins when we start to “put Change Management into practice”… when we start to define a strategy for this component. Managing change is a very challenging process, for different reasons:
- First, because it is a process that focuses on people. They are the common denominator of any transformation process, and it is well known that human beings – in general – are made of habits and routines, and often see change as something that will interfere (not always positively) with their “comfort zone”;
- Secondly, because change often means uncertainty, making it frightening at first glance – and therefore less “desirable” for those who need to change;
- Allied to the two previous points is the natural resistance to change: why change if I’m fine the way I am? – is a recurring thought;
- And last but not least, the fact that very specific leadership skills are needed to manage change effectively and bring the transformation to fruition – which doesn’t always happen!
It is therefore clear that defining a Change Management strategy is essential and critical these days!
PROSCI, a leading Organization in the field of Change Management (and one of the great inspirations for AMT Consulting’s Change Management approach) states the following on its website about the importance of Change Management in an Organizational context: “(…) initiatives with excellent change management are seven times more likely to meet objectives than those with poor change management. In fact, by simply moving from “poor” to “fair,” change management increases the likelihood of meeting objectives three fold. The better you apply change management, the more likely you are to deliver on project objectives.”
Still having doubts? Having in mind that these conclusions are the result of several years of research (and based on data from different companies implementing different types of change), we can say that Change Management is a determining factor in the success of any transformation.
Throughout the previous paragraphs, we have been linking Change Management to the success of a specific transformation, but it is important to emphasize that one of the main purposes of this discipline is to work on a mindset of openness to change. Organizations are looking for their employees (who are seen as the main differentiating factor of each company) to have the ability to thrive in a world that is constantly changing. Why? Because the only certainty we have these days is that we will be face (voluntarily or involuntarily) many changes, whether in a personal or professional context… and if we are prepared to face the unexpected, success will surely be closer!
We don’t have to go too far back in time to think of a change that we have been forced to live throughout the world: Covid-19. In a short space of time, we have drastically changed our routines: remote working has become the norm in almost every sector; family gatherings were no longer allowed; going out without wearing a face mask was unthinkable; we can no longer move around freely; among many other examples. We decided to bring you the example of something experienced on a global scale, because it allows us to illustrate how Change Management can be applied to the various dimensions of our lives. Let’s see: we had all kinds of reactions to the change (some people more skeptical who didn’t believe in the pandemic, others more fearful, some who spread “fake news”, causing panic and misinformation, some calmer and more optimistic, many more “alternative” trying to get around the rules…. ), strong and empathetic leadership was needed in each country to ensure that the guidelines were adhered to, a robust communication plan had to be drawn up and implemented, the Authorities had to explain in detail the purpose of the decisions taken, as well as the consequences and risks of not changing behavior… … in short, there was effective Change Management, with its ups and downs, as happens in all contexts… can you relate some of these behaviors to episodes of change in a professional context? We bet you can!
Returning to a more corporate reality (our main focus), companies today rely on their “workforce” to achieve ever better results together, to innovate, to differentiate themselves from their competitors, to be more competitive and to attract and retain more and better talent… and this can only be achieved if everyone is rowing in the same direction and is prepared to deal with the unexpected.
AMT recognizes the value of Change Management alongside the implementation of its core services and, as such, has been investing in a methodology that gives its customers the possibility of continuing to benefit high technical rigor, as they are already accustomed to, but also an approach focused on the people who will use the different solutions. Because the human component of any project should not be forgotten or underestimated; on the contrary, it should be valued and seen as a critical success factor.
AMT’s Change Management framework – “A Matter of Change” – is our answer to helping our Customers thrive, to ensuring that their People are aligned with the Company’s transformations, that everyone knows their role in the change, that they recognize the importance of cooperating with the change, that they choose to be an active part of the entire transformation process, and that they are prepared to triumph in a today’s BANI world: Brittle, Anxious, Nonlinear and Incomprehensible.
This framework is cyclical and consists of 4 phases, each with different objectives, but all with a common premise: to work collaboratively with end users, so that they feel part of the change from a very early stage in the process, and so that the change strategy best suited to their real needs can be defined. In the first phase, our Change Management consultants get to know the Organization and its People in detail through different techniques; in the second phase, the plans and strategies that the different Personas need for an effective change experience are defined collaboratively; in the third, the support materials are produced and tested; and in the fourth, the state of “readiness” to embrace change is assessed and the success of the defined plans is monitored.
“Each change is unique” is the starting point for AMT’s Change Management specialists whenever they take on a new project. Without preconceived ideas or “pre-made” plans, we embark with our customers on a mission to find the best way to promote peaceful, smooth and meaningful changes and, above all, to listen to and respect the main ones impacted by change: People!
Curious to learn more about AMT’s Change Management framework? Contact us and we will be happy to give you more details.
New year, lasting changes. Do you accept the challenge?
João Pio
HR Transformation Business Unit Manager
joao.pio@amt-consulting.com
