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Writer's pictureKerrie Smit

The Role of Change Management: Accompaniment, Essential Ingredient, or Afterthought?

Faced with the need to continually adapt to remain relevant and competitive, organisations engage many methods of transformation including programs, initiatives, projects and strategic reviews. They are driving change from various sources: technological advancements, consumer preferences and market fluctuations among them. However, the way an organisation manages this change can significantly impact its success. For many professionals working in change, transformation and projects, this raises the critical question: Is change management simply an accompaniment to the process, an essential ingredient, or just an afterthought?


A waiter is serving various dishes in a restaurant

Understanding Change Management


Change management is a structured approach to guiding individuals, teams, and organisations from their current state to the desired future state. It involves anticipating the effects of change, easing resistance, and aligning the organisational culture with new objectives and actions.


Organisations often encounter resistance to change. Effective change management addresses these challenges head-on. By recognising the importance of change management early, organisations can facilitate smoother transitions and reduce disruptions.


The Case for Change Management as an Accompaniment


Some people believe change management is merely an accompaniment—a support system activated once primary changes are underway. This view suggests that change management is secondary to the central aspects of projects.


However, viewing change management as a secondary activity can lead to significant challenges later. For instance, many of us know the oft-quoted statistic that 70% of change initiatives fail when change management isn't prioritised. Organisations without a strategic approach often see project delays and unsuccessful implementations.


Change Management: An Essential Ingredient


Conversely to seeing change management as a mere accompaniment, many professionals that have seen well-managed change in action assert that it is a crucial component of any successful transformation. Without effective change management strategies, organisations risk serious issues, such as disengaged employees, diminished productivity, misunderstanding of change drivers, failure to adapt to strategic imperatives and failure to adopt new solutions.


Integrating change management from the very beginning shapes how employees react to new practices. For more clarity on how effective change management drives success in transformations, take a look at our free download The Business Case for Change Management. While 70% of change initiatives may fail, with effective change management, this number can be flipped on it's head to 73% of initiatives achieving success.


The Pitfalls of Treating Change Management as an Afterthought


When organisations treat change management as an afterthought, the consequences can be severe. Changes implemented without a comprehensive management strategy often undermine the organisation's goals.


Introducing any change without sufficient change management - be it a new system, new processes, product lines, customer strategies or operating model - will leave staff feeling unprepared. When having to deal with unexpected changes to day-to-day operations or their working environment, employees experience frustration, confusion and dissatisfaction. Poor or insufficient communication is disengaging for employees and can lead to an increase in turnover, absenteeism, sabotage, declining staff well-being and many other undesirable impacts. Disruptions of this kind not only affect employee morale but also create significant flow on effects including challenges in customer service and core operations.


Best Practices for Effective Change Management


To ensure that change management serves as an essential ingredient, organisations should consider these effective practices:


  1. Involve Stakeholders Early: Engaging employees and key stakeholders in planning increases buy-in and uncovers potential challenges. Organisations that involve employees in the change process see significant improvement in acceptance.


  2. Communicate Clearly and Honestly: Providing clear, timely, and honest information about changes helps alleviate uncertainty and builds trust. This can increase the success rate of change initiatives by 70%.


  3. Offer Comprehensive Training: Make sure employees receive adequate training and access to resources during transitions. Training sessions, workshops, and feedback forums are crucial in helping staff adjust.


  4. Monitor Progress and Adapt: After implementing changes, continuously track effectiveness and gather feedback to refine strategies. This iterative process ensures that organisations can address employee concerns and improve acceptance of the future state.


Moving Forward with Change


Change management should not be dismissed as a simple accompaniment or an afterthought; it is a vital component that influences the success of any initiative. By embedding effective change management practices into the change process, organisations cultivate adaptability and resilience.


But this means more than just employing specific strategies; it requires effective coordination, communication, involvement, and support for teams. By prioritising change management, organisations recognise that the way they manage change today will shape their organisational culture and success in the future.


For more on effective change management, have a look at Our Services or book a complementary consultation.



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