Article written by Tim Lopez
The end goal of a change management project is when the changes have been implemented and fully integrated into the organisation's operations and procedures. At this stage, the organisation functions smoothly and efficiently with the new changes.
While the benefits of change may take time to achieve, it is essential to ensure that all aspects of the organisation are on board with success before declaring the process complete.
The process to declare completion begins by understanding the needs of the stakeholders to get their buy-in before the strategy is put in place to address those needs. The plan's objective for success is to understand the situation from all stakeholder perspectives, which will be used to define the action plan and communications plan. It is essential to ask the following:
Reaching the end goal stage of a change management project is essential for ensuring the changes that have been implemented are fully integrated into the organisation's operations and procedures.
However, achieving this goal can take time due to the many challenges faced throughout the process. It is crucial to engage with all stakeholders to understand the situation and identify the organisation's needs. Once the needs of the stakeholders are identified, a plan can be put in place to address those needs. Many common challenges are faced when trying to achieve the end goal stage of the change management process.
As discussed in the Manage Resistors article, one of the most common challenges is resistance from employees. Employees may resist change for various reasons, such as feeling that the change is unnecessary or that it will be too difficult to adjust to the new procedures. It is vital to overcome this resistance by communicating the benefits of the change and providing employees with the resources and support they need to make the transition.
Another common challenge is the need for more buy-in from senior management. With buy-in from senior management, successfully implementing the changes becomes more achievable. It is important to ensure that senior management understands the needs of the organisation and the benefits of the proposed changes. Once senior management is on board with the changes, they can provide the support and resources necessary for successful implementation.
The following are activities you will either have already completed during the Plan and Manage phases of the X4MIS methodology and documented in the
Change Implementation Plan. Or they are still to be completed in the Enable and Embed phases.
What is important is that you know and communicate what the definition of success is, and what the measurement(s) of success is for the transformation project. By collaborating with the change sponsor, project manager, senior management and other key stakeholders you will work together to define this in the Change Implementation Plan.
Free On-Line Change Management Methodology that enables individuals and organisations, especially those previously without access to effective change management programmes, to deliver more effective community and country programmes which improve prosperity and save lives.