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3 Key Areas of Change Management

What is Change Management?

Change management is the approach taken by an organization to support their employees, teams, and organization as they embark on an organizational change. Change is becoming more dynamic in today’s fast-paced world, so it is even more imperative than ever for organizations to be purposeful in how they support transition within the organization.

Change is synonymous with stress. The two go so closely together that the psychological unit of measure for life stressors is “Life Change Units.” According to the Holmes Rahe Stress Scale, six of the top 43 life stressors correspond to change in the workplace. Even a positive change, such as a promotion, triggers stress. It’s natural that change management is integral to any new initiative within a company, but often times change can be one of the hardest parts.

We are no stranger to managing change, as Naviant helps organizations confront change management head-on. Implementing new technology alongside a process overhaul can be a shock to any organization, if not done right. Our engagement methodology clearly outlines a planning phase that allows us to lay the groundwork for the project and address three key areas of effective change management:

  • Winning the team’s support: Our approach includes contributions from your company’s CEO to the Subject Matter Experts, and everyone in-between. Starting with the process review all the way through implementation, we encourage a mix of titles and perspectives to come together to ensure support of the final solution design. We have found that sometimes the voice that is loudest in combatting change can be converted to the projects biggest cheerleader if they feel their voice has been heard.
  • Providing a fresh set of eyes: Our process consultants work alongside your employees to understand your current processes and why they are in place. With a fresh set of eyes, extensive experience, and knowledge of industry best practices, our consultants challenge the status quo and bring light to opportunities for process improvement that may have otherwise gone unnoticed.
  • Clearly defining the expectations: Part of what makes change stressful is the “unknown.” By clearly defining the objectives and outcomes of a project early on, you can minimize the anxiety associated with the future. At the end of every planning phase, our consultants provide a detailed solution design that outlines the future state process. This solution design ensures that preconceived ideas do not affect the final project success.

Learn How Naviant Can Help Your Organization Manage Change

Acceptance of change is essential to long-term success, and with the help of Naviant, you and your organization will have the tools necessary to embrace the future with open arms. While we cannot promise a completely stress-free process overhaul, we can do our part in lowering your score on the Holmes Rahe Stress Scale.

About Ema Roloff

Ema is an Account Executive at Naviant focused on helping our clients learn about Enterprise Content Management and the value that it brings to an organization. She enjoys interacting with clients and building partnerships to help find solutions to their business process challenges. When she isn’t talking about Digital Content Strategy, she is chasing after her toddler, spending time outside or trying to perfect her yoga headstand.

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