Every organization will, at some point, go through a transition of technology or process that will impact how the organization runs. Whether it’s implementing a new sales enablement tool, applying model insights to daily processes, or even tweaking the process of how tasks and activities are managed, these changes can have a significant impact on how you operate on a daily basis.
Unfortunately, organizational change can be challenging to manage, and even more challenging for employees to adapt to a new way of organizational processes. Digital transformation is currently happening across all industries and in businesses of all different levels. It’s completely changing the way the ecosystem conducts e-commerce. It can be something as simple as a company switching to cashless transactions or as futuristic as integrating automation technology for logistics operations, service modernization or time tracking.
At Atrium, we take pride in not only finding solutions to organizational evolution but also giving you concrete ways to adapt and evolve with these changes.
Here’s a look at what change enablement is and Atrium’s tips for navigating through these unfamiliar waters.
What is Change Enablement?
Organizational change refers to the actions in which a company or business alters a major component of its organization, such as the underlying technologies it uses to function, its internal processes, or even planning and prepping for a shift in data enablement.
Change enablement is the method of leveraging change to bring about a successful resolution, and it typically includes two types: transformational change and adaptive change.
Transformational changes have a larger scale and scope than adaptive changes. They can often involve a coinciding shift in vision and strategy, organization and team structure, or internal business processes. Because of the scale of these changes it often takes a large amount of time and energy to produce. While it’s not always the case, transformational changes are often pursued in industry environmental impact factors, such as the emergence of disruptive new technologies.
Adaptive changes are smaller, incremental changes organizations adopt to address needs that evolve over time. Typically, these changes are minor adjustments that organizations fine-tune and implement to execute business strategies. Throughout the process, leadership may add or refine processes.
Many changes will fall somewhere between adaptive and transformational. For this reason, organizations need to understand that the change process must be tailored to the unique challenges and demands of their employees.
Why Is It Important To You?
Adaptation and organizational growth due to industry impact factors is necessary for organizations to succeed and compete in an ever changing technology landscape. Change enablement allows organizations and teams to successfully adopt and use new technologies or processes that impact how the organization functions. It allows employees to understand and commit to a vision and work effectively throughout its lifecycle.
Without effective organizational change enablement programs and procedures in place, many companies can struggle with the commitments of both time and resources. They can also result in lower employee motivation and the development of new skills. Ultimately, a lack of appropriate change enablement processes can lead the organization to fail.
Prepare for Change Enablement
Don’t take a “one size fits all” approach to change enablement. You rely on people to make things happen daily in your company, and their support needs will vary based on the degree of impact that change will have on their daily tasks, systems, processes, etc.
How do we make the change of new technologies possible for any organization? First, making the process as easy as possible for people to make the change will increase the chances of success. Second, know who to approach first. Who is already onboard with the changes and who are the individuals or groups that don’t want change at all? Is there a group that could potentially be on the fence and needs convincing at what makes this “new way of doing things” better? Third, who are your product/process champions? There’s a difference between having authority vs. having influence. Some who are in an authoritative position may not be as influential, and some people may be super influential but without any authority.
Is your team ready for the change? Start by gaining an understanding of who the upcoming change will impact and to what level will the change be felt. Gain an understanding of who the key stakeholders are and whether they are interested in helping bring about the change or if they are simply going to let it happen. Don’t underestimate the positive or negative impact key influencers can have on your entire team. Formulate change strategies and communication plans tailored to different audiences throughout the organization.
Atrium’s approach to creating sustainable data transformation and fluency can help your organization to approach change enablement through a new lens. Learn more about our services here.