Go ahead. Google “Reach ROI Quicker.”
You will find this interview with Mel Gillen from FarWell on the front page as the #1 video result. That’s how important Change Management is to the success of your Digital Transformation.
In the interview, Mel shares:
- Common struggles that come along with change
- Questions you should be asking while planning for change
- How Change Management will help you reach your desired ROI quicker
Reach ROI Quicker with Change Management: Change Management ROI
Change Makes People Emotional
Change is closely tied to an emotional response. But too often, the employees’ emotional response isn’t considered when planning for a change. Leadership often underestimates the power of comfort.
The team at FarWell uses the Change Curve below to help leaders identify the gamut of emotions that employees may experience when being asked to change. We can be very rooted in our ways. As a result, it can be challenging when we experience major shifts without proper timing and sufficient information. The diagram below maps out the emotional response to change on the road to successful integration. When sudden change leaves us feeling shocked and frustrated, it can be difficult to move from the left side of the diagram to the right side, where integration occurs.
Leaders of change often go through this process as well. It typically occurs before the news reaches the wider organization. By the time leadership news shares the news with the wider audience who will be most affected, they’ve had time to think and plan for the change and are excited about the new challenge and ROI potential.
Fill the Gaps
As a leader of change, it’s important to be on the lookout for common undesired outcomes beginning to unfold. This way, you can intervene in time to fill the gaps within your change management approach. This will also help you to see digital transformation success and faster ROI.
Here are 5 warning signs of undesired outcomes to look for and how to respond:
If you team responds with confusion, they may need to hear the “Why” behind the transformation. Have you clearly articulated your vision for the change? If you have already communicated this information, consider reiterating it from a different approach. The goal is to get your whole team to rally behind the driving motivation for change. Help them understand exactly what it will mean for them, their department, the organization, and the customer. Paint a vivid picture in their minds of what the future state will look like.
👉🏻Check out this interview with Ian Wilson for more on the “Why Change”
Beyond articulating the “Why” and leaving it at that, you also need to help your team develop a WIFM statement. WIFM stands for “What’s in it for me?” If an employee is unable to identify how a change is going to impact them individually, you will experience resistance to the change.
In the world of digital transformation, it is common to see employees resist automation efforts due to misconceptions that automation will steal their jobs. When you clearly articulate your automation vision to employees, they will quickly realize that automation will improve their daily work life by eliminating manual work and helping them provide MORE value.
👉🏻Check out this quick video for more on why Intelligent Automation won’t steal your job
If you are seeing a lot of anxiety surrounding a change, that may signify that your team is not confident that they have been provided with the appropriate skills to make the change sustainable. Look at the training and development around the change to ensure you are supporting your team with the right resources.
When it comes to technology implementations, the training is a common gap. Put together a plan to support upskilling and allow your team to get a basic understanding of the tools you will be using.
👉🏻 Check out this episode of interview insights featuring Sam Best and Vandana Khanna on supporting Upskilling within your organizations.
Do you have an unrealistic timeline? What about your budget? Are there enough people dedicated to making the change succeed?
If your team feels that they do not have the adequate resources to make a change successful, you will quickly begin to see signs of frustration.
👉🏻Check out this quick 10 second video to see the 5 things that every digital transformation must have to be successful.
🤥 False Start
Change is not a one-and-done process. Instead, you need continuous improvement to sustain a change’s positive momentum. Do you have a long-term strategy in place to help support the outcome of a long-standing change?
An Everest Group study suggests that 73% of digital transformations fail to provide their business value. Don’t get off to a false start.
Here are some of the top reasons for this failure rate:
- Organizational Culture
- Lack of Vision
- Under Communicating the Vision
👉🏻This episode of the Third Thursday focused on Scaling your Automation Efforts.
Reach Change Integration Faster
But how does organizational change management support a quicker ROI on your company initiatives? An effective plan will help you shorten the dip on the Change Curve. And if you can get ahead of the obstacles above, you will spend less time combatting your team’s emotions and more time supporting your efforts to get you to the finish line.
You will be well served by:
- Clearly communicating the “Why” behind a change and helping your team identify their own “What’s in it for me?” Statement.
- Taking the time to put together a user adoption plan that supports upskilling and allows your team to feel confident they have the appropriate skills to help the change succeed.
- Ensuring that you are bringing forward enough resources for the project and that you have a realistic timeline and budget.
- Use continuous improvement practices to ensure that your change is sustainable and you don’t get off to a false start
If you can appropriately manage the change on your team, you will quickly see your efforts pay off with faster ROI.
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