Discover the four building blocks of successful organisational change management

Organisational change management is essential as transformation becomes the way forward in today’s digital environment. But how will you manage the human impact of these changes?

Behind every great organisation is a thriving workplace comprised of individual employees. A failure of any organisation to meet their basic needs during workplace change could be disastrous for morale and retention!

A recent McKinsey article discussed the four building blocks critical for building a solid foundation to support your organisational change management and transformation initiatives.

Known as the ‘influence model’ it was estimated that change programs supported by this basic framework were 8x more likely to succeed!  With such significant results, why wouldn’t you implement this in your organisation?

Tell me more about the four building blocks

According to McKinsey the influence model is characterised by four key areas which aim to change employee mindset and foster positive behaviours. Before a deep-dive into each area see the image below for an overview of how it all sits together:

four-building-blocks

Image by Tessa Basford and Bill Schaninger in McKinsey Quarterly, April 2016.

1. Fostering understanding and conviction:

In last month’s blog we talked about the need for an organisation to take a journey where the destination is clearly understood across the organisation, along with the journey’s milestones.

For successful organisational change management the ‘why’ and ‘how’ of the transformation must be understood across all levels of the organisation, not just the executive! McKinsey makes a similar point, without fostering an environment of understanding and conviction your change program is off to a poor start.

2. Reinforcing with formal mechanisms:

Whenever you’re embarking on an organisational change management project, outlining the milestone and a process for recognising them and celebrating their achievement is critical.

As McKinsey argues, recognition and celebration don’t have to be monetary. Another benefit of reinforcing the achievement of a milestone is it embeds the behaviours required to achieve further progress.

This sounds like common sense, but remember only 1 in 4 change management programs are successful long term so, as they say, “it ain’t that common.”

3. Developing talent and skills:

For organisational change management initiatives to succeed people must believe their efforts will assist in making the change.

Seeing the impact of change (we can now leverage technology to provide almost real-time feedback or reinforcement) will instil in the organisation the confidence to continue to move forward with purpose.

4. Role modelling:

Critical for organisational change is having key influencers within the organisation becoming champions of change. Social media channels are one way to demonstrate influence across the organisation.

strategy-building

How can I implement this before my next organisational change management initiative?

The four foundational elements of an organisational change management program seem to be pretty obvious right? Well, today a vast majority of organisations are failing to leverage these four key areas to hit their transformation goals.

Critically, if you’re in the middle of a change project and you feel the people around you have lost sight of the end destination, or the steps you’re meant to be taking along the way, it’s time to evaluate how you can massively improve the likelihood of the program’s success.

At Choice Career Services we’ve supported hundreds of organisations, ensuring there is clarity and structure around their change management programs. If you feel lost on a journey or are looking to set the foundations for a new initiative contact us on 1800 823 213.