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The World Hates Change

The World Hates Change

“The world hates change, yet it is the only thing that has brought progress.” ~ Charles Kettering

 

It is 2023.  Businesses — of all sizes — around the globe, face heightened global competition, different challenges, new constraints, and higher costs. The collective focus has had to shift to an unfamiliar challenge: change.

Organisations are expected to prioritise digital transformation and enhance customer experiences to remain competitive. In major transformation programmes, senior executives tend to focus their attention on devising the best strategic and tactical action plans.

To succeed, however, organisations must understand the ‘human’ side of change. It is also about inspiring and motivating the humans. No transformation will succeed if you don’t bring your people along.

 

SO NOW WHAT?

The bad news is, there is no one-size-fits-all method to effectively manage change. The good news is, there are many guiding principles, practices, tools, and techniques that can be applied and adapted to suit a variety of situations.

Let us have a quick look at the Prosci® 5 Tenets for Change Management[1] established by Jeffrey M. Hiatt and Tim J. Creasey in their book Change Management – The People Side of Change.

  1. We change for a reason — we change to achieve a future state and the desired outcome. The need for change is always driven by an opportunity or a problem to solve.
  1. Organizational change requires individual change — new tools or processes are not enough to achieve change, you need individuals to adopt the change and begin working in new ways.
  1. Organizational outcomes are the collective result of individual change — change is an individual event, so there are human factors to consider. The more adoption an organization gets from employees, the closer it is to achieving the desired outcomes.
  1. Change Management is an enabling framework for managing the people side of change — resistance to change is the norm. Managing the people side of change drives a higher speed of adoption and improved proficiency.
  1. We apply Change Management to realize the benefits and desired outcomes of change — Change Management’s primary objective is to drive and support the realization of the desired future state and the achievement of the expected outcomes.

 

THAT’S ALL GOOD, BUT HOW DO WE DO THIS?

A Change Management approach must be embedded into programme structure, design, and into all levels of decision-making.

In times of uncertainty, all eyes will naturally turn to the leadership team for guidance, support, and direction. It is imperative that leaders speak with one voice and lead by example.  This means taking full ownership of the change in the areas that you influence.

When preparing the business for change, articulating the ‘case for change’ is an invaluable opportunity to create alignment. Steps include:

  • Expand on why changes are needed now.
  • Articulate what will change and who will be impacted.
  • Explain how the change is implemented.

Individuals will need to know how their work will change, what will be expected of them during and after the change, how they will be measured, and what success or failure will mean for them.

A thorough assessment of organizational readiness for change will surface any major issues, conflicts and knowing your stakeholder landscape, will help you recognize important sources of influence and resistance.

When managing the change, over-communication is king! Targeted core messaging should be reinforced throughout the programme. Internal and external audiences will need the right level of information, at the right time. And you will need feedback channels. People will have questions and suggestions. You may even find your biggest agent for change in the most unexpected place!

Nothing is ever certain to go according to plan. People may react in unexpected ways. You will need to continually re-assess your landscape to identify areas of unanticipated resistance, or environmental changes. Keep an eye on the organization’s ability to adapt. Be mindful of too much change!

Change is a journey, both for the organisation and for the individual. People will react to what they see and hear around them. It’s personal. Most leaders understand that people matter, but project plans and process diagrams do not talk back or respond emotionally. Human issues are far more difficult to deal with.

Are you keen to take the mystery out of mastering the human side of change?

 

BusinessChain is here to help.

Why not give BusinessChain a call today?

Visit www.businesschain.co.za for other interesting articles.

 

[1] Source: “Change Management – The People Side of Change” by Jeffrey M. Hiatt and Timothy J. Creasey

A Guide to Selecting the Right Vendor Partner

A Guide to Selecting the Right Vendor Partner

It’s no secret — the retail landscape has changed — significantly. Challenges are new, costs are higher, and competition is rife. Despite this, core business objectives remain unchanged: right product, right place, right time, right price.

There is nothing quick or easy about achieving this. Many businesses know they need help: a new system or a new solution partner. But — there are so many product options, so many Vendors, and so much time needed to evaluate each one, and — what if they choose the wrong solution? This could have devasting impacts on your business.

The Vendor selection process is a series of steps to determine your objectives and requirements matched with Vendor capabilities and at a price that works.

Here is a look at what we suggest the Vendor selection process involves.

STEP 1: SET YOUR OBJECTIVES (THE “WHY”)

In this step, we understand clearly why there is a need for change now.  What is your current business context, what is the problem you are trying to solve, who are you solving this for, and how will you know that you have been successful? It is important to clearly articulate your objectives and the associated (measurable) outcomes. Once these are clear and strategically aligned, you can shift your focus to the next step.

STEP 2: DEFINE YOUR REQUIREMENTS (THE “WHAT”)

Now it is time to get a bit more detailed. While it is key for everyone to have a voice, it is also not manageable, so we suggest you select a few ‘power’ users who are able to speak on behalf of the broader teams. Remember: always come back to your objectives in Step 1! Important requirements to capture include:

  • Functional requirements – what features and capabilities do you want the solution to have?
  • Non-functional requirements – what system qualities and attributes are required (availability, performance, scalability, usability, security, etc.)?
  • Technical requirements – what are your technical requirements (cloud-based vs. on-premise solutions.)?
  • Vendor requirements – what Vendor capabilities, experience, expertise, years in business, financial viability, product roadmap (innovation), etc. are you seeking?

You will note that there are no detailed cost criteria at this stage. At this early stage, the solution is not yet fully understood, and the Vendor may not have a full enough perspective of your organisation.  We propose that cost does not play a significant role in the early stages of the process.

This is all collated in a Request for Information [RFI] pack. The purpose it is to collect written information about the capabilities of a broad base of potential Vendors, with a view to making recommendations for a shortlist.  The RFI pack will also contain specific Vendor instructions, your company background, the project scope, and a proposed timeline to complete the process.

STEP 3: DEVELOP A LIST OF VENDORS

In this step, you will use Google, Gartner Magic Quadrants, Forrester, and other software comparison sites to find a listing of suitable Vendors that you believe may be in a position to satisfy your requirements and be a good fit for your organisation. You can now send an invitation to participate to these Vendors and distribute your RFI pack accordingly.

STEP 4: REVIEW RESPONSES AND SELECT A SHORTLIST

As part of your review process, you will agree on selection criteria, scoring & weighting. Selection criteria will vary from product or project to project but may include:

  • Cultural Fit (chemistry)
  • Industry-Specific Experience (IP & insight)
  • Functional Fit
  • Technology Fit
  • Product Roadmap & Evolution
  • Support (including training)
  • Vendor Demonstration & Reference
  • Commercials (pricing)

Each criterion will be weighted (and all must add up to 100%). A standardised scoring system is applied to each requirement (we apply a 5-point system) and an overall score is derived by multiplying the score by the category weight.  This is a critical aspect to ensure a fact base to assess Vendors in a standardised way.

Unsuitable Vendors are identified, and a short list is created. It is important to keep a clear record as to why certain Vendors have been excluded at this stage in case you want to re-evaluate them at a later stage.

STEP 5: ARRANGE DEMOS AND REQUEST REFERENCES

We refer to this as the Request for Proposal [RFP] stage. Your shortlisted Vendors are invited to conduct onsite (or virtual) live demo sessions based on specific use cases and scenarios as provided by you. The scoring matrix is updated to reflect the Vendor demo score, and any other categories may be refined based on demo outcomes.

Your shortlist may at this stage include 2-3 Vendors, for whom you will conduct site visits or reference checks. The RFP response will also include a detailed costing schedule, which now comes into sharper focus for consideration.

STEP 6: SELECT YOUR PREFERRED VENDOR AND COMPLETE THE COMMERCIALS

Outcomes are now collated in full, and you may at this stage have an outright winner, or you may still have 2 close contenders for further evaluation. Once a Vendor is selected, commercial negotiations will commence.

Are you feeling overwhelmed?

While following these steps will help you make the right (or better) software partner decision, this alone does not guarantee success. The investment, the project execution timeframe, and the resourcing are critical. You will need to focus on implementation, integration, data migration, and transitioning your business from its current state to its future state through training and right-sized change management interventions. You may even need to procure new skills and resources to support, manage and maintain your new solution.

Your software choice will only be as successful as the people who use it!

 

BusinessChain is here to help. We are available to help you to define your requirements and do all the research, documentation, and evaluation for you. We can even manage the full implementation and change management process for you.

Why not give BusinessChain a call today?

Visit www.businesschain.co.za for other interesting articles.