Change management processes in companies | Successfully resolving resistance
Sven Dunker
Empowering leaders to hit strategic goals with top processes & project management technology. Focused on digital transformation for streamlined operations & efficiency.
For managers and decision-makers dealing with the challenge of change processes in companies, this article sheds light on how resistance can be recognized and successfully resolved. It offers practical insights and strategies for managing change effectively. The importance of effective communication, employee involvement and adaptability is emphasized in order to promote sustainable change.
INTRO
In a world that is constantly and rapidly changing, a company's ability to adapt and evolve is crucial to its success. Change management is a critical factor in this, but it often encounters resistance that needs to be overcome. In this article, we explore why resistance arises and how to effectively resolve it.
CORE CONTENTS
1 | Resistance and how it arises
People tend to prefer the familiar and be skeptical of change. A study by McKinsey found that 70% of all change projects fail, often because of the human factor - fear, uncertainty, and lack of understanding.
Resistance to change is often deeply rooted in human psychology. People fear the loss of control, security, and comfort. This is backed up by a study by McKinsey, which shows that emotional factors such as fear and uncertainty play a major role. These emotions arise when employees are unsure about their role in the new system or fear their skills will no longer be relevant.
An example:
When Daimler-Benz and Chrysler merged, massive resistance arose as employees of both companies feared cultural and operational differences. The resistance manifested itself in sluggish integration and cooperation.
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2 | Communication is the key
Effective communication is at the heart of successful change management. It is not just about explaining the change process, but also why it is necessary. An example of this is Nokia, which supported the transformation of the company through transparent communication and employee involvement.
Communication in change management must be clear, consistent, and purposeful. It should not only explain the course of the change process but also convey to employees why the change is necessary and how they can benefit from it.
Example:
During the transformation of Microsoft under Satya Nadella, particular emphasis was placed on open and honest communication. Nadella used regular town hall meetings to share the company's vision and address employee concerns.
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3 | Include all levels
Successful change requires participation and commitment at all levels of the company. When implementing ERP systems at Bosch, a participative approach was chosen that involved employees in the process and thus reduced resistance.
Change management requires commitment at all levels of the company. Involving employees in the process creates a sense of belonging and reduces resistance.
Example:
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At Bosch, a bottom-up approach was taken when introducing new ERP systems. Employees from various departments were involved in the planning and implementation phases, which led to greater acceptance and successful implementation.
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4 | Adaptable strategies
Change management is not a 'one-size-fits-all' approach. It is important to remain flexible and adapt strategies to the specific needs and cultures within the organization. For example, General Motors adapted its change strategies to different regional units, which led to more effective implementation.
Each company has its own culture and structure, which means that change management strategies need to be tailored. The flexibility to adapt strategies to specific needs is critical to success.
Example:
General Motors implemented a global change initiative but adapted their strategies to the specific needs and cultures of their regional units. This led to a more efficient and effective implementation of change.
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5 | Set measurable goals
Clear, measurable objectives help to track progress and evaluate success. Google uses OKRs (Objectives and Key Results) to manage change processes and make them transparent.
Measurable objectives are essential to evaluate and manage the success of a change process. They provide a clear direction and help to track progress.
Example:
Google uses the Objectives and Key Results (OKRs) system to clearly define and communicate its change processes and goals. This system helps to align all employees towards common goals and make progress transparent.
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Conclusion | Call-to-action
Change management is a complex but essential discipline in modern corporate management. The key to success lies in a systematic approach: by understanding the causes of resistance, implementing effective communication strategies and involving employees in the process. This is where process maps play a crucial role. They provide a visual representation of the change processes, make it easier to understand complex procedures and help to keep everyone involved on the same page. In addition, flexible strategies and the setting of measurable goals enable targeted management and adaptation of change.
To optimize these processes, we offer you to discover the power of process maps in your company. With Beeboard, you can make your change management initiatives more effective by creating clear, visual and interactive process maps to guide your teams through the change journey.
We invite you to schedule a no-obligation initial consultation with us. Learn how Beeboard can support your strategies and successfully guide your organization through change. Also, sign up for our newsletter to receive further insights, tips and case studies.
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Head of Sales @Wawibox
11 个月Very well summarized Sven Dunker, especially the setting of goals and milestones that make success in the change process measurable is extremely helpful and important!