The Fundamentals of Change Management and why your employees should not be scared of change

I joined CMC in the autumn of 2017, working in the marketing team. I have a business background and I am familiar with the concepts of change management, but like all good businesses, CMC got me stuck in straight away and day job took over, so attending the Fundamentals course was my first experience of CMC’s training first hand.

The Prosci Fundamentals of Change Management, as you might expect, covers the basics of the Prosci Change Management approach. It touches on:

  1. What is Change Management?
  2. Why is Change Management important?
  3. The impacts of Change Management

So, using one of the tasks from the course, here’s my elevator pitch for what Change Management is:

“Helping people embrace, use and adopt new changes, with the ultimate aim of securing results for the organisation”

Now, we are all used to hearing that the only constant nowadays is change, but the truth is, an organisation should and most likely is only making changes to stay competitive. They may need to make what feels like continuous changes to keep up with the market, but that is the world that we live in, and, by utilising a change management methodology such as Prosci, they are able to make sure that their people, keep learning, changing and evolving with the business.

After grasping the concept of what is Change Management, and why it is important, we moved onto the Impacts of Change Management. This was broken down into three:

  1. Individual change management
  2. Organisational change management
  3. Managing Resistance

Individual Change Management
The individual change management element covered Prosci’s ADKAR model, and the five stages an individual must journey through to reach their ‘future state’. This is the state that the organisation wants to reach, this is the state where the business will be more competitive and more able to sustain its position in the market.

Key to individual change management, was applying ADKAR to ourselves; we each chose a change, either personal or work related and discussed where we might be in the ADKAR process and we briefly touched on ‘barrier points’, essentially the point where you get stuck. Being able to apply ADKAR to a change that we are already facing was eye opening. ADKAR breaks the challenge of changing down into stages. It makes the change seem much more manageable, realistic and doable.

Organisational Change Management
Moving onto Organisational Change Management, we went over Prosci’s proven 3-Phase Process. This is a process that has been designed to be integrated into the Project Management lifecycle. The three phases are ‘Preparing for change’, ‘Managing Change’ and ‘Reinforcing Change’, and the ADKAR model for individual change comfortably runs alongside the three phases. Being aware of the 3-Phase Process and the stages of a project your organisation is going through really helps to bring the bigger picture of the change to life and, helps individuals understand the part they have to play in the change.

Managing Resistance
Naturally, not every change project runs perfectly smoothly, there will always be pockets of resistance to changes and there may be people who move back and forth between the various stages of ADKAR. The last part of the course focussed on Managing Resistance. Now, this sounded fairly negative to me, but what I learned on the course, was that resistance isn’t always negative!

As an example, it could be there wasn’t enough training integrated into the project plan, making it difficult for some individuals to move from being knowledgeable about a change, to being able to actually use or implement the change in their day-to-day working. Resistance as a result of lack of ability can be identified and addressed with additional training. This may read like common sense, but, unless the organisation is following a change management methodology, it is something that could easily be missed, and will result in a dissatisfied workforce, or a team hell-bent on finding a workaround so that they can go back to their old way of working.  

The course covered the top ten steps for managing resistance and these demonstrated that whilst your organisation may be the driving force behind the change, there are things that they can and will do on an individual level to help you through the change. It is in the organisations best interest to ensure as many of their workforce transition successfully from their current state to the future state. 

Having experienced the Fundamentals of Change Management course, applied ADAKR to a change within my own organisation, and having a greater understanding of why organisations use Change Management has made it far less scary to face a change in the business as well as any future personal changes.

For organisations, by putting your team members through the Prosci Fundamentals of Change Management workshop, you will be creating awareness and driving interest in Change Management, establishing advocates in your business.

If this has whet your appetite then why not dive a little deeper into ADKAR and take a look our Prosci ADKAR Model overview.

And for a full overview of what you can expect from the Fundamentals workshop, take a look at the brochure . If you’re interested in CMC bringing training to your office, you can contact us here and one of the team will be in touch to find out how we can help.

Finally, more than often, some of the group attending the Fundamentals workshop will want to develop their Change Management skills deeper and access more Prosci tools. Take a look at the full list of role-based courses that CMC offers. 

 “Great introduction to the subject, well presented by an enthusiastic, knowledgeable change practitioner” John Taylor, Head of Delivery, Exactive.