Tim Talks: Adapting Your Change Management Approach Based on Culture – Prosci

Tim Talks: Adapting Your Change Management Approach Based on Culture – Prosci


How would you adapt your approach for
building a change management capability based on the organizational culture? A
change management… in order to come to life in an organization it must align
with the culture right? It can’t look like something completely different to
us and the more it looks like “oh that’s kind of what we do here already” the more
absorption we’re gonna end up getting. I’ll give you two examples of two
clients at far different ends of the spectrum. One is a high-tech
manufacturing organization, everything there is structured and disciplined and
measured and so change management when it was introduced was introduced as a
very structured intentional process oriented measured way of moving
individuals forward. ADKAR measurement was a huge component of how they
introduce change management. The next client is a community hospital system.
The community network of hospitals they have this intense value around serving
the community, serving the people, serving patients. And it’s community-based so I
mean this value of service to others just permeates the organization.When
they got ready to bring change management forward, they positioned it as
a way to help our people through the changes we’re putting them on in service
of our employees that we are asking to change how they do their jobs and so
it’s wild right on two ends of the spectrum. Change management position is a
very structured process-oriented aligned to the tactical side and change
management as a way to serve our employees when we’re asking them to make
changes. Then they both brought ADKAR as the common language, they both
brought the three-phase process as the structured methodology, they both brought
sponsorship as the critical success factor, they both brought the curriculums
in whole…but the way that they positioned and talked about and started
to weave it into the audiences changed. And I think that’s where we get the the
uptick is when it’s not viewed as because we’re all going through so much
change already that one more thing on top of what we have already is not going to
cut it. And so aligning this as a way to become
who we already want to become is I think the way we’re going to get traction. Sounds like putting it in language that will resonate
with organizations and help them see how change management helps them accomplish
whatever they’re already trying to accomplish. Absolutely yeah it’s really a
a catalyst to help you get where you’re already trying to go right it’s not
gonna tell you where to try to get to but it’s going to help you get there and it’s a much more effective less painful way

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