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by B. Leach | Sept. 11, 2023 | 5 Min Read


HOW TO DEVELOP AN ORGANIZATIONAL CHANGE MANAGEMENT PROCESS

Employee Training

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In the past, the average Fortune 500 company did a reorganization every 7 years.
Today, it’s every 7 months—and the pace of change is only getting more rapid. To
stay ahead of the competition, companies must invest in training and
technologies that keep up with the times.

In our survey, Top Priorities for Global L&D Leaders in 2023, the biggest
concerns organizations have in the coming year are time and skill gaps. Making
changes to stay competitive will be an even more challenging endeavor if your
organization is having difficulty maintaining its current state—which is why you
need to become agile in the face of change.

Research by McKinsey showed that a highly successful agile transformation made
organizations three times more likely to become top-quartile performers among
peers. By embracing a culture of Skill Agility® and continuous improvement,
companies are better equipped to respond to changing market conditions, meet
customer demands, and outperform the competition.

The question becomes, “How are you managing change in your organization to
ensure it’s successful?”

Change management in business is an integral part of a long-term strategy.
Unfortunately, 50% of organizational change initiatives fail. If you want your
organization to be part of the other 50% – those that successfully implement
change – you need a change management process.

But what is change management, and what does a change management process look
like? In this blog, we’ll look at change management implementation from a
strategic perspective.

First, let’s define change management.

Embrace organizational change by training for it

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WHAT IS CHANGE MANAGEMENT?

Change management in business refers to the structured approach to transitioning
individuals, teams, and organizations from a current state to a desired future
state. Implementing change management involves the application of tools,
processes, skills, and principles to manage the people side of change and
achieve the required business outcomes.

Change management can be applied in various situations, such as:

 * Introducing new technologies or systems
 * Mergers and acquisitions
 * Organizational restructuring
 * Culture transformation
 * Process reengineering



A change management process is about preparing for and managing successful
change. This process is important because organizational change, when not
managed properly, can lead to reduced productivity, resistance, confusion, and
failure to achieve the intended goals.


7-STEP CHANGE MANAGEMENT PROCESS

Once you can answer “What is change management?” the next question is, “How do I
begin implementing it?” While every change is unique, an effective change
management process should follow a common framework. This typically includes the
following steps:


1. IDENTIFY A NEED FOR CHANGE

Understanding the rationale behind a proposed change is the foundational step in
organizational change management. It involves recognizing the internal or
external drivers prompting this transformation. Whether it's market demands,
technological advancements, organizational inefficiencies, or cultural shifts,
it's essential to grasp the root causes. This awareness not only provides a
clear direction but also helps form the “why” behind the change, which will be
communicated to stakeholders.


2. DEFINE CLEAR OBJECTIVES

Once the necessity for change is established, the next step involves outlining
the specific goals of the change initiative. By using the SMART criteria, you
can ensure that the goals are Specific, Measurable, Achievable, Relevant, and
Time-bound. A well-defined set of objectives guides the direction of the change
implementation and offers a standard against which progress can be measured.


3. ENGAGE LEADERSHIP

Change initiatives often succeed or fail based on the level of engagement and
commitment from senior leadership. Leaders play a pivotal role in modeling
behaviors, setting the tone, and ensuring the organization's alignment with the
proposed change. Their visible support, genuine involvement, and consistent
communication can significantly bolster the confidence of employees, mitigating
resistance and fostering a culture of acceptance.

Leadership and change management training

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4. GET STAKEHOLDER BUY-IN

When making changes, it's essential to involve the people who will be most
affected. Think about it – if you're shifting the way a process works, wouldn't
you want input from those who use it daily? Whether it's your employees, team
leaders, or customers, their insights can be invaluable. By involving
stakeholders early and understanding their perspectives, you not only get a
clearer picture of potential challenges but also earn their trust and support.


5. COMMUNICATE CHANGE

Communication is at the center of change management. When changes are coming,
everyone needs to be in the loop. This isn't just about sending out a
company-wide email and calling it a day. It's about ensuring everyone gets the
message, understands why the change is happening, and what it means for them. As
you convey transitional details, address stakeholder questions during the change
management process, which can help reduce resistance and ease concerns.


6. TRAINING AND SUPPORT

Imagine starting a new job and not being shown the ropes—it would be pretty
difficult to excel in your role, right? Similarly, when introducing changes,
everyone needs the right tools and knowledge to adapt. Change management
training minimizes your loss of productivity during times of transition and
makes the process more manageable for everyone. With proper training, your teams
will embrace change and reduce disruption.


7. IMPLEMENT AND MONITOR

Now, it’s time to implement change. But that doesn’t mean just setting things in
motion and hoping for the best. Get feedback from those experiencing the changes
firsthand. Real-time observations and adjustments can make the difference
between a rocky rollout and a seamless transition. As you collect more data, you
can gain insights into what worked, what didn't, and where improvements can be
made.


PREPARE FOR ORGANIZATIONAL CHANGE BY TRAINING FOR IT

Now that you know the answer to “What is change management, and how do I
implement it?” it’s time to put this knowledge into action. Change rarely comes
without resistance, so help your leaders build the skills they need to champion
change with leadership and change management training.

Turn potential disturbances into team-building opportunities during times of
change with Unboxed Training & Technology. Our change management training
programs are packed with engaging, high-impact content to help you spread your
message and gain employee buy-in.

Some change management training topics include:

 * Change scenarios
 * Setting a positive example
 * Building trust
 * Managing uncertainty
 * Addressing resistance
 * Employee engagement
 * Measuring success



When developing custom content for your organization, we keep your brand and
business objectives in mind. Our team of L&D experts will work closely with you
to create a change management training program that helps your organization
prepare for tomorrow by embracing change today.

Demo our custom change management training programs

Request a demo
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