Change Management & Organization Development has always been very close to my heart & since the very early age I have a knack of it – being passionate about something which has a larger impact.
And then I truly believe Change is the only constant – it might get challenging but they are the ones which when managed correctly brings the best growth, creativity & experiences worth cherishing all your life!
In my small professional journey & work experience have been fortunate to be active or indirect part of 4 to 5 Big Change as well as transformational projects in the wonderful organizations I have worked with.
While One was about making the organization – a learning one with a vision of – known by the world outside as an organization which is the best employer for growth & learning, the other was to much deeply induce in the ecosystem & the very DNA of organization the non-negotiable terms on Safety – that Life is important – we care for it!
Then came the ones with the VUCA world – where the way of working needed to be changed either by external forces or internal urgency.
The transition to Shared Services & working in the built side of HR Shared Service organization has been the most important milestone in my professional journey. Setting up a captive one was even more transformative!
And finally in modernizing the Shared Services – after the successful establishment, where Technology & Automation comes as the next enabler of growth!
Being a program manager for the technology stacks & automation & project managing some has been the best Job/ assignments I could have asked for in this era of Industrial Revolution 4.0.
All the academy, in theory – frameworks & models have been the true anchor in getting through these changes. Lewin Change Management Model, Mckinsey 7S, Kotter’s & Nudge Theory & Bridge’s transition model have been my favorite all throughout. Kübler-Ross’ change curve & Satir change management model have been greatly helpful not just in professional but even more so in personal life.
When someone recently asked me – what are the Top 3 things I would want to recommend when we bring any new technology or organization change – Of course other than the different frameworks & literature available – my own take on this – Here is what I mentioned:
1. Apprehend your customer: Understand, comprehend, recognize, appreciate, discern, grasp, have an aha moment, arrest & capture – well these are the definitions/ synonyms google throws when you search the word apprehend. And that is all exactly you need to do. For any change management initiative at Organization – Employees becomes the customer. You have to completely understand their working style – their department -> Function -> Organization – the environment in which they operate. Once you know how they actually think & decide – you work in making them an active part of the Change. Let them come up with the solution on their own. Nudge Theory & Choice architecture are your go-to guides for implementing this successfully. This all has to be done ethically and not just for manipulating the whole thing!
2. Kick-Ass Project management: Create a Kick-Ass project management plan. And Be a Kick-Ass Project manager. And create a Kick-Ass product by giving your 100% into it. Like they say Sell only the product – you would buy yourself. If you have given your best – the conviction will come automatically. A well-built project management plan will act as a map, & will ensure you are always on the track! TIP: Never ever rush the planning part – from the BRD to BBP to FRS, Resource mobilization, Testing, CM & Communication plan, Go Live, Post Go Live & Finally Benefit analysis or the economic impact, contingency plan or risk – do not miss anything!
3. Smart Selling:
There when you have the Kick-Ass product ready, with all conviction – do not just Sell, rather Smart Sell! And while you are at it, remember whatever communication, training, reach plan you do – it will always be less! You can still do it better. This one rule is rather very important since we get into the trap of celebrating too soon & believing that it is a success already! Nope, it is not. The user adoption & its usage will tell if it actually sold.
You saw what I did there. I created a model of my own – the very effective AKS model of Change management.
