How to Train Organisational Muscle to Adapt to Change
Statistics show us that 50-70% of organisational change initiatives fail. If your organisation is going through a major transformation and you don’t want to be included in these statistics, an agile change management process can help you be on the top side of the statistics and tip the scales from change across all areas of the organisation. Small organisations go through plenty of struggles when it comes to transformation. For example, introducing a new Client Management System thrive digital workflows in your organisation can affect different areas in your organisation: individuals, system, process, and culture.
All these areas are going through own transitioning states. The success of change implementation and sustainment is dependent on synchronising these areas and iterations. This agile approach is an evolutionary approach that has been around since decades in software development. Research indicates that businesses that adopt the agile methodology experience 78% rate of success and rake in 60% more profit than companies that lean towards the traditional approach (Harvard Business Review). At changebility we believe nature is the best transformational leader and this evolutionary framework has inspired us to develop an agile change framework that ensures a sustainable and successful digital transformation for your organisation.
Changebility Framework
Our framework follows a person-centred approach that trains the muscles of change within your organisation. The aim is to make your business information systems interconnected and costumisable by focusing on the users needs, requirements and human factors e.g. ergonomics, usability knowledge and technique. This approach enhances effectiveness and efficiency while improving user satisfaction, accessibility, and sustainability. These person-centred principles call for a close feedback loop between the user, client and stakeholder. It is vital to approach an evolutionary workflow. We begin the process by looking at the complexity and breaking it into simpler increments. In a similar way, Changebility works to decompose the complexity in your organisation's change project, grouping them into increments and delivering a co-designed project based on iterations and phases.
An organisational change impacts different areas in the organisation. For instance, a digital transformation initiative like a CRM roll-out can alter the your IT systems, your effected business processes and your staff (on individual level) and the organisational culture.
Each of these effected areas will go through multiple phases:
· Ideation and discovery
· Planning and conceptualising
· Implementing
· Re-assessment
All these areas will have own iterations and interrelation. A sustainable change is essentially an evolutionary process that involves decomposing complexity and involves repetition. A digital transformation is an organisational change that impact multiple areas: like processes, systems, indivituals and culture.
Staff have to be upskilled to use the new system. Business Process will go to a change. Internal IT systems might be affected by the change. Each change initiative in each area goes through own change iteration. This requires organisational agility in all areas.
Let’s have a look at the key elements of organisational agility
Leadership Agility
We opt for a holistic approach to leading and managing complex changes that call for the ability to deal with polarities and be the ‘paradox navigator’.
Cultural Agility
We focus on the ability to coach and have conversations that connect, build clarity, have an emotional connection and visible commitment in an organisation.
Business Agility
Structural, physical, and operational flexibility in combination with speed and efficiency to support creativity and innovation. The goal is to move towards a flexible organisation and agile operating models.
Career Agility
The agile talent and performance system supports individual aspiration within your organisation. Your people are your greatest asset, not your systems. Embedded professional development will ensure staff retention and the retaining of cooperate knowledge.
Initiatives for Organisations to Build their Muscles for Agility and Innovation
Without further ado, let’s jump straight into the initiatives:
• Make sure to recognize change as a process instead of something you need to get over and done with immediately. Change is an evolutionary process.
• Hire and develop your change agents as leaders with change as its prime focus. You need to make a change to ‘The Leadership Competency’.
• Always, always, and I repeat always treat information as a valuable asset that needs to be distributed and managed liberally. Encourage an culture of candour.
• You need to build and value networked relationships. After all, information flows through networks.
• Make sure to award your people when they adapt to a particular change effectively.
• You need to focus more on creating change ecosystems instead of functions.
• Create frameworks for change and allow adaptation.
• Small interventions will keep your organisation's change muscles in shape and help you prepare for the big ones. So, keep your focus on small interventions.
• Disrupt your organisational routine to help build and strengthen your organisational change muscles.
• Always treat resistance as an opportunity.
A Little About Changebility...
Changebility is focused on enhancing your agility, adaptability, and capability to change.
At Changebility, we take an adaptive, holistic approach to address the needs of organisational change with utmost inclusivity, patience, and agility. We facilitate buy-in for change by establishing a shared vision, collaborating with internal/external stakeholders and training/mentoring an organisation’s future change agents.
We have extensive experience in working with Non-For-Profit (NFP). Our team understands the challenges of NFP when it comes to transitioning to new Client Management System (CMS). Outside of our IT management and business acumen, it is our extensive care management, community development and social work experience that sets our point of difference and understanding of NFPs.
We carefully analyse present challenges to co-designed agile systems that will sustain the changing needs of the organisation while promoting growth. The one thing which sets us apart is that we truly enjoy what we do. To us, it’s more than work, it’s passion, it’s a part of life.
If you have any further questions regarding change management or your organisation is struggling, feel free to reach out to us today: getintouch@changebility.com.
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