“The beginning of the year almost always invites us to want to change something. However, the vast majority of 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 theme and plan for lasting change!”
A new year is often synonymous with new beginnings. We make the traditional “New Year’s resolutions” and are naturally more willing to change our lives for the better – whether on a personal level (we increase our gym membership, start eating healthier, define a strategy to save money…) or on a professional level (we set more ambitious goals, research training courses to improve certain skills, many consider changing jobs…)! However, there is something very common to so-called “New Year’s resolutions”: the vast majority are not lasting! 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? Yes…
You may be wondering, “So, 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 ourselves. After all, nobody likes to fail!
So 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. It is Change Management that will seek to provide the alignment necessary to reduce resistance to change and maximize the acceptance and commitment of all those impacted by it.
But… why has there been so much talk about Change Management recently? 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 have to admit that, up to this point, everything seems quite simple. However, the complexity begins precisely 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:
- Firstly, 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 beings of habits and routines, and often see change as something that will interfere (not always positively) with their comfort zone;
- Secondly, because change always has a very high degree of 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 concerted Change Management strategy is essential and critical these days!
PROSCI, a world leader 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: ”(…) as iniciativas com uma excelente gestão da mudança têm sete vezes mais probabilidades de atingir os objectivos do que as que têm uma má gestão da mudança. De facto, basta passar de “fraca” para “razoável” para que a gestão da mudança aumente três vezes a probabilidade de atingir os objectivos. Quanto melhor se aplicar a gestão da mudança, maior será a probabilidade de cumprir os objectivos do projeto.”
Is there still room for doubt? Bearing 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), it is clear that Change Management is a determining factor in the success of any transformation.
Throughout the previous paragraphs, we have been making a direct link between Change Management and the success of a specific transformation, but it is important to emphasize that, these days, 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 is that? Because the only certainty we have these days is that we will be subjected (voluntarily or involuntarily) to 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 very far back in time to think of a change that we have been forced to live through in all corners of 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 are no longer allowed; leaving the house without wearing a face mask was unthinkable; we can no longer move around freely; among many other examples. We bring the example of something experienced on a global scale because it allows us to illustrate how Change Management can be applied to the various spheres of our lives. Let’s see: we had all kinds of reactions to the change (some more skeptical who didn’t believe in the pandemic, others more fearful and who feared a tragic end, some who spread so-called “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 put into practice, care was taken 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 (because that is 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 more “attractive” to attract and retain 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 Clients the possibility of continuing to enjoy high technical rigour, as they are already accustomed to, but also an approach focused on the people who will use the different solutions in place. 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 Clients 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 world that today is dubbed BANI: Brittle, Anxious, Nonlinear and Incomprehensible.
This framework is cyclical and composed of 4 phases,each with different objectives, but all with a common premise: to work collaboratively with end users, so that they feel an integral part of the change from a very early stage in the process, and so that the change strategy best suited to their real needs is defined. In the first phase, our Change Management consultants get to know the Organization and its People in detail using 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 phase, the support materials are produced and tested; and in the fourth phase, the state of “readiness” to embrace change is assessed and the success of the defined plans is monitored. In the first phase, our Change Management consultants get to know the Organization and its People in detail using 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 phase, the support materials are produced and tested; and in the fourth phase, the state of “readiness” to embrace change is assessed and the success of the defined plans is monitored.
“Every 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 clients on a mission to find the best way to promote peaceful, smooth, meaningful change and, above all, to listen to and respect the main people impacted by change: People!
Curious to learn more about AMT’s Change Management framework? Contact us and we’ll be happy to introduce you!
New year, lasting changes. Are you up for the challenge?
