The century old adage “Change is the only constant” still resonates today, especially in the context of organisations. It certainly seems that to survive and thrive, people and organisations need to always be prepared for change and be able to manage change effectively.
Change management is the process of effectively transitioning organisations and all key stakeholders through a change to any facet of the organisation. The change could encompass a myriad of facets encompassing:
- An organisational restructure/re-design
- Digital Transformation
- Implementation of a new technology system
- A transformation in organisational culture
- Business process re-engineering
Why is Change Management Important?
In today’s constantly changing business, political, social, technological, and environmental context, organisational change is an inherent characteristic of organisations, and often an imperative for organisational success. At times change can be a challenging, but necessary process to ensure organisational sustainability, for instance when structural change is required. However, most organisational change is focused on improving the quality of current practices and processes, whilst experiencing renewal through continuous improvement and innovation.
For change to be constructive, it needs to be a positive, opportunity-based experience with a clear rationale and tangible benefits. Managing change effectively makes the difference between failure and success.
Organisations can hinder successful organisational change by not understanding the importance of separating ‘change’ and ‘transition’. Change is external and refers to a new or different activity in the organisation / environment. Change is a one-off activity, for instance a new strategy, restructure or a new system. Meanwhile, transition refers to how people personally react or respond to a new situation. It is the psychological process people go through in adjusting to a change in the environment. Transition involves a shift in behaviours, ways of thinking, emotional responses, and ways of interacting with the change.
Often organisations have excellent project plans for how to implement the change, but fail to consider, and plan effectively for the transition. Many organisations fail to manage the impact of the change on individuals and, as a result, meet resistance to the change. In other words, organisations can fall into the trap of making a change without accounting for the human implications of the transition it will require.
TMS Approach to Change Management
TMS recognises that change management can be challenging. TMS provides comprehensive change management services across a broader range of areas and projects that incorporates organisational analysis, change planning, future state implementation and post-change evaluation. We have demonstrated experience in designing and implementing holistic, integrated change management services for government organisations, government-owned corporations and large private sector projects.
Organisations don’t adapt to change, their people do. If we can change the way employees think and feel about organisational changes, then we can effectively change their behaviour, sustain engagement and develop accountability through transition. TMS has in-house psychologists who have professional insight and understanding into human behaviour and motivations, especially when exposed to change and during times of stress.
TMS’s consultants utilise a range of models and theories from the field of psychology as well as research from the areas of neuroscience, cognitive psychology, organisational behaviour, and human resource management to inform the development of all services provided within organisational change.
WANT TO KNOW MORE?
Enquire now for a no-obligation change management consultation and iADAPTE™ walkthrough.