What is Organizational Change Management? | Introduction to Change Management
Summary
TLDREric Kimberling, CEO of Third Stage Consulting, explains organizational change management as the process of altering people and culture within an organization to align with transformational goals. He emphasizes the importance of executive alignment, defining business processes, adjusting roles and responsibilities, and influencing culture. Kimberling also highlights the often-overlooked aspect of benefits realization, which measures the tangible outcomes of change efforts.
Takeaways
- 🔍 Organizational change management is about altering people, processes, and culture within an organization.
- 👤 It's crucial to align people and ensure they understand the change, its reasons, and its implications.
- 📈 Eric Kimberling, CEO of Third Stage Consulting, emphasizes the importance of executive alignment before initiating change.
- 🛠 Defining business processes and how technology fits into these changes is a fundamental part of change management.
- 👷♂️ Change management involves understanding how individual roles and responsibilities are affected by the change.
- 🌐 Culture is a significant aspect of change management, and it's important to consider what kind of culture the organization aims to achieve.
- 🔄 The process of cultural change is cyclical, requiring changes in people to influence the culture, and vice versa.
- 🚀 For effective change, it's necessary to help employees transition from the current state to the future state.
- 📊 Benefits realization is about measuring the outcomes of change efforts and their impact on company-wide performance.
- 📚 Kimberling offers resources such as papers, guides, and videos for those seeking detailed knowledge on executing change management.
Q & A
What is organizational change management?
-Organizational change management involves anything required to change people and an organization's culture. It focuses on the human side of business, ensuring alignment and addressing the organizational and human aspects of transformation.
Why is organizational change management important?
-It's important because it helps to ensure that changes are effectively communicated and implemented, reducing resistance and increasing the likelihood of successful transformation.
Who is Eric Kimberling and what is his role in organizational change management?
-Eric Kimberling is the CEO of Third Stage Consulting and a change management consultant with 22 years of experience. He helps clients navigate their transformation journeys.
What does Eric Kimberling believe is the starting point of change management?
-The starting point of change management, according to Eric Kimberling, is changing people, getting them aligned, and ensuring the human aspect of transformation is addressed.
Why is executive alignment crucial in the change management process?
-Executive alignment is crucial because it ensures that leaders have a clear understanding of the change, its implications, and the key decisions behind it, which is necessary for effective communication and execution throughout the organization.
How does organizational change management address business processes?
-It involves defining changes to business processes in detail, understanding how technology fits in, and how roles and responsibilities will change as a result of these transformations.
What is the role of culture in organizational change management?
-Culture plays a significant role as the type of change an organization undergoes should impact or influence its culture. Change management must consider and work towards bending and influencing the culture over time.
How does change management help employees transition through changes?
-Change management helps employees by defining a transition plan tailored to the organization, assisting individuals and work groups in migrating from the current state to the future state.
Why is benefits realization an important component of change management?
-Benefits realization is important because it involves measuring the results of change efforts, holding individuals accountable, and allowing the organization to quantify the success of the change and make necessary adjustments.
What are some tools and mechanisms used in change management to align people?
-Tools and mechanisms may include communication plans, training programs, role clarification, and cultural interventions, all aimed at aligning people with the change and ensuring they understand and support it.
How can an organization ensure that its change management approach is not a 'cookie-cutter' approach?
-An organization can ensure a tailored approach by considering its unique context, culture, and goals, and by customizing change management strategies and tools to fit its specific needs.
Outlines
🔄 Introduction to Organizational Change Management
Eric Kimberling, CEO of Third Stage Consulting, introduces the concept of organizational change management (OCM). He explains that OCM is not universally defined and emphasizes its importance in managing the human aspects of business transformation. Kimberling defines OCM as anything required to change people and organizations, including culture. He discusses the need for alignment among employees and executives regarding the change and its implications. The paragraph also touches on the necessity of defining business processes and technological changes as part of OCM.
👥 The Human Side of Change: Roles and Responsibilities
This paragraph delves into the human side of organizational change, focusing on how roles and responsibilities are affected by company-wide changes. Kimberling stresses the importance of understanding and communicating these changes at various organizational levels, from the individual to the company as a whole. He highlights the need for a detailed approach to change management, rather than a broad, one-size-fits-all strategy. The paragraph also introduces the concept of cultural change as a critical component of OCM, discussing how changes in organizational culture can be influenced and the challenges of achieving cultural transformation, especially in established organizations.
🚀 Executing Change and Benefits Realization
The final paragraph discusses the execution of change within an organization and the importance of benefits realization. Kimberling talks about guiding employees through the transition process, helping them understand the future state of the organization and how to get there. He emphasizes the need for a tailored approach to change management that fits the specific needs of the organization. Additionally, the paragraph addresses the often-overlooked aspect of measuring the results of change efforts and holding individuals accountable for those results. Kimberling stresses the importance of this pragmatic, quantitative side of change management in ensuring the success of transformation initiatives.
Mindmap
Keywords
💡Organizational Change Management
💡Alignment
💡Transformation
💡Business Processes
💡Roles and Responsibilities
💡Culture
💡Benefits Realization
💡Stakeholders
💡Standardization
💡Technology
💡Transition
Highlights
Organizational change management is crucial for aligning people and culture within an organization.
Eric Kimberling, CEO of Third Stage Consulting, has 22 years of experience in change management.
Change management is not one-size-fits-all; it requires a tailored approach for each organization.
The human aspect of business is a key component of organizational change management.
Alignment of executives and stakeholders is essential before implementing change.
Clear communication of change is necessary to avoid confusion and lack of clarity.
Business process changes should be defined in detail as part of change management.
Understanding how technology fits into business processes is vital for successful change.
Change management must address how people's jobs will change as a result of organizational changes.
Roles and responsibilities must be clearly defined at all levels of the organization during change.
Cultural change is a core component of change management and should be considered in the process.
Influencing and directing culture is a long-term process that requires strategic planning.
Executing change involves helping employees transition through the change journey.
Benefits realization is the process of measuring the results of change management efforts.
Accountability and measurement are key to ensuring the success of change management.
Resources for further learning on change management are provided by Eric Kimberling.
Customized change management strategies are more effective than generic approaches.
Transcripts
what is organizational change management
I've been a change management consultant
my entire career and sometimes I take
for granted that some people may not
understand what the word means some
people may have never heard of the word
and those that have may not understand
what it takes to manage change or why
it's so important and I want to talk
today about what is organizational
change management what does it mean to
you my name is Eric Kimberling and the
CEO of third stage consulting we're an
independent consulting firm that helps
clients through their transformation
journeys and like I mentioned at the top
of the video have been a change
management consultant for 22 years my
entire career so it's something that I
know very well and thought it'd be an
important time to take a step back and
just talk about the real fundamental
basics of change management and in my
philosophy of change management
[Music]
now the thing that change management is
that there's no one definition there's
no one standard way the change
management is defined and so I like to
keep it really simple and define it on
the surface as anything that is required
to change people and to change your
organization to change your culture
anything to do with the people and human
side of your business anything to change
that is what organizational change
management is so I'll talk in a few
minutes in this video about what some of
those tools and mechanisms are to change
people but the other part of change
management is how to keep those people
aligned how do we keep our organization
aligned and not just understanding what
the change is but being aligned on what
the change is and why it's happening and
what it means to all of us so in a
nutshell if I were to summarize a
starting point of what change management
is its anything to do with changing
people getting them aligned in ensuring
that the organizational human aspect of
your transformation is being addressed
now in addition to making sure that your
people your employees your overall
organization is aligned and actually as
a prerequisite to that you want to make
sure that your executives are aligned a
lot of times companies move forward the
changes or transformations of some sort
without having clear executive alignment
and definition of what this change means
to the organization why we're doing it
what some of the key decisions are
behind it so our executives and also the
key stakeholders within the organization
need to be aligned on what this change
is and how it's going to affect our
overall organization as an example a lot
of times we'll be hired by clients that
will say we want to standardize our
business processes across the entire
world or a global company we want
standard processes we want everyone act
like one company but what they don't
realize is what the detailed decisions
are behind that what are the decisions
that need to be made on what that
exactly means to act like one company
are there any exceptions to that is it a
all-or-nothing type proposition or are
we somewhere on a spectrum those are the
types of things that a lot of times
executives and stakeholders aren't
aligned on and when they start the
transformation and then hand it off or
expect the rest of the organization to
follow there's a lack of clarity
there's confusion around what that
really means so it's really important to
define a framework and sort of a
skeleton of what the change is make sure
that the executives and stakeholders are
aligned on that skeleton so that we can
continue to flush out the details with
the rest of the organization going
forward
now typically prior to change affecting
employees there is an identified change
to business processes or a set of
business processes so one of the first
things we need to do in order to be
effective at change management is to
define what our changes to business
processes are and a lot of change
management practitioners think that
business process stuff is outside the
realm of change management they think
that it's all about just dealing with
the human side of things but we also
have to deal with the operational side
of things because the human and
operational side comes together along
with technology to enable changes and we
have to understand what the changes to
business processes are we have to define
that in detail we have to define how
technology is going to fit in how roles
and responsibilities are gonna change
all that stuff that comes later we can't
do any of that until we've defined how
processes are going to look going
forward so part of change management is
by necessity defining what those
features state business processes are
so once we've defined what the business
process changes are we inevitably lead
to the conversation of how are people's
jobs changing if I typically had a
responsibility for a certain amount of
work and you're gonna take some of that
work away or you're going to add to my
workload or you're gonna give me a new
technology to do my job or you're gonna
take away a spreadsheet that I've always
used and obsessed over for 20 years my
job is changing and I need to understand
what those changes are and we as a
change management team need to
understand what those changes are so
that we can communicate to people and
help them transition through that change
now the thing about designing roles and
responsibilities is that different
people are affected and impacted
differently we work our way down from
company-wide changes down to business
units or locations down to departments
down to individual work groups and
ultimately individuals and we define
what the changes the roles and
responsibilities are for all of those
different people and a lot of times
people think of change management is
more of a shotgun approach where we just
take a high-level view of what the
changes are we send out some emails we
tell the management team and we call it
good but we have to get down to the real
micro level of understanding how one
individual person in each individual
person's job may be changing so that
whole definition of roles and
responsibilities is a critical component
of change management
[Music]
now an often-overlooked and hard to
understand aspect of change management
is culture what kind of culture is it
that you're trying to achieve with your
organization are you trying to change
your culture are you trying to become
more of a flexible organization are you
trying to become more of a customer
centric organization a more efficient
organization whatever the general type
of change your going through is going to
have an impact or should have an impact
on your culture in an order for us to
change the culture we have to change the
people and in order to change the people
we have to change the culture so it's
sort of a closed-loop cycle and so
change management has to take culture
into account and we have to figure out
what are the things we can do to start
to bend the culture and start to
influence the culture recognizing that
it's not going to happen overnight and
if we're trying to achieve a certain
future state it's going to take years or
maybe even longer to get there but we
can start influencing that culture and
directing people in that direction now
now the younger of a company you are the
easier cultural change typically is if
you're a more established organization
with highly tenured employees it's going
to be a bit harder to change that
culture but regardless you still want to
define what that culture is and cultural
change is a core component of change
management so when it comes to execution
the next component of change management
is helping employees through the journey
helping them through the transition
helping them understand that this is our
future state over here here's where we
are today and how are we gonna help them
migrate from point A to point B and so
it's really that execution part of
defining how is it we're gonna help each
individual person in each individual
work group transition through the change
throughout the organization and again
this is going to be something that's
tailored to you every change management
plan and strategy and approach should be
tailored for your organization and watch
out for cookie cutter approaches because
cookie-cut cookie-cutter methodologies
and tool sets typically don't work
because they're cookie cutter and they
aren't unique to who you are and who
you're trying to become so defining what
that transition plan is and what the
overall change transition plan is going
to be
is a very core and important part of
what organizational change management is
[Music]
and now the final major component of
organizational change management that a
lot of change if not most change
practitioners fail to recognize is
benefits realization how do we measure
the results how do we identify how our
efforts should and will impact our
actual company-wide performance so if
we're trying to become a more customer
driven a customer centric organization
for example how is it that we're gonna
measure and hold individuals accountable
and how can we actually measure the
results after the fact to see how
successful we were in our change efforts
so that we can modify and tip it and
reinforce where it needed so benefits
realization and then more pragmatic and
tangible and quantitative side of change
is extremely important and it's a bit
different than the soft touchy-feely
side of change management it's very
hands-on at tactical but it's very
important and something that oftentimes
gets overlooked but benefits realization
is the final major component of what
organizational change management is or
should be
so I hope this provides a basic
introductory level understanding of what
change management is why it's important
what the major components of change
management are now if you're looking for
more detail on how to actually execute
some of these things I've talked about
today I've included a number of
resources in the links below I've
published a lot of papers there's a
guide to organizational change
management I've included a link to below
I've put a number of videos on my
youtube channel about change management
a lot of different articles and blogs we
have written on our website so I've
included just a few of those links below
to help get you started so I hope you
found this information useful and I'd
love to hear your feedback any change
efforts a year going through any
feedback on how you would define change
I encourage you to provide comments in
the fields below please like this
channel and please feel free to reach
out to me if you like to brainstorm
ideas on how to manage change within
your organization I've included my
contact information below to reach me to
set up a time to talk so I hope you're
having a great day I hope you found this
helpful
and we'll chat with you soon
[Music]
تصفح المزيد من مقاطع الفيديو ذات الصلة
What is Digital Transformation? Here is everything you need to know.
Top Supply Chain Management Strategies and Tactics [How to Optimize Supply Chains in the 2020s]
The Most Common Business Process Improvements From Digital Transformations
Intro to Manufacturing Operations, Technology, and Processes [The Most Important Things to Know]
Top Emerging Technologies in Supply Chain Management, Procurement, and Logistics
The Most Important SAP S/4HANA Trends That You Need to Know [Grow, RISE, AI, 2027 Deadline, etc.]
5.0 / 5 (0 votes)