Why organizational change management is important

La organizational change management is one of the fundamental skills for today's companies. The pandemic has already made it clear to us that we live in a very dynamic, with constant changes and what are the firms Those who must accomodate to survive.

In this context of continuous adaptation to change, organizational change management has become the norm pivotal of Any company to face both the present changes and those that will come in a few years.

One of the examples of change management that we have seen the most in recent years has been the process of scanning that a lot of companies are going through. First, COVID-19 established teleworking and then the hybrid work in companies, which made it necessary for companies to start Be digitized, for example with the popular management software.

Click here to learn about the benefits of hybrid work in your company.

What is change management

Organizational change management is what you are looking for implementing The transformation processes of companies in the most way efficacious possible. Sometimes, companies resist certain changes or, since they are not used to implementing changes, they don't know how to start the process, so there are some Consultants who are dedicated to helping them to achieve this.

Change management, however, must be developed through a methodology clear so that it can be applied successfully. Changes in companies, both in SMEs and multinationals, are never simple, there are members of the company resistant to the change so apply a organizational change management model it is essential.

In this article we tell you why it is weighty change management and we provide you with some examples of change management. Know what Organizational change management models exist and which one best suits your company.

Why change management is important

Organizational change management is important because they help Reduce conflict that is generated when you decide to implement changes in a company and the resistors that some employees tend to have when it's time to adapt to new times.

In addition, it improves the trust in the company and makes the links between employees are stronger, in the end, it is necessary that the teaming be united and eager to adapt to the news together so that the changes are fruitful.

If we look at the patrons, for them it is a sign that the company continues growing and that he cares about his wellness, since changes always tend to have a positive impact in them. Therefore, organizational change management Increase business profits, since customers are more satisfied and the team generally works better.

Change Management Models

If what you are looking for are examples of change management Here we leave you some patterns that consultancies usually implement when a company demands their organizational change management services.

ADKAR Model

The ADKAR model is based on 5 pillars:

• Conscience (Awareness). Based on creating awareness among the team of why change is necessary, as well as communicating everything necessary to achieve this change.
• Deseo (Desire). It focuses on generating a desire for change among employees. On many occasions, it is possible to communicate the benefits that these changes will bring them.
• Knowledge (Knowledge). Give employees the ability to achieve those changes, the tools and knowledge they need to work in this new way from now on.
• Skill (Ability). Focused on the ability to achieve changes, on the abilities of each one to effectively transform the company.
• Reinforcement (Reinforcement). Based on maintaining change over time.

Lewin Model

The Lewin model is one of the favourites when implementing organizational change management. Although it is a model that requires time. It is divided into 3 levels:

• From defrosting. Lewin says that people tend to resist change, so before implementing it, it is necessary to pave the ground. To achieve this, it is first necessary to focus on internal communication of the company, explain why the change is necessary and what its benefits will be in order to motivate employees.
• From transition. It is the longest stage because it is the stage in which the changes are implemented. During this stage, you must have figures who know To lead this change and reassure employees. This is why, once again, communication is essential.
• From Refreezing. When the change has already taken place implemented, the employees have accepted it and have managed to work in this new way, we must achieve that these new ways of developing business activity endure over time effectively and that there is no return to past ways of working.

Bridges transition model

Bridges' transition model is based on feelings, on emotional reactions that may arise in the team during the transformation. The key to this model is support the team to make the change, rather than by force. It has 3 stages:

• terminate. It is based on helping employees to”Let go” past habits to implement change. The key issue at this point is that they must assume that They will lose something to win other things.
• Neutral zone. Focused on helping the team do “the trip”. Employees acquire knowledge, tools, new work techniques, so they must have certain support when they feel lost.
• A New Beginning. It focuses on the Commitment to Change and may it last over time. The objective of this phase is to maintain the change and that continue to be effective.

Kotter Model

It is based on the fact that the company's leaders are Convinced That the Change is necessary and promote it so that it is accepted by the teams. This model argues that this strong belief that change is necessary is more important than the change itself, and that if it does not exist it is impossible for it to succeed.

The model It has 8 steps:

• Urgency of increasing change. Communicate the urgency of change and create the necessary atmosphere for employees to be motivated by change.
• Build a team. Let the right people guide the transformation. It is important that they are able and motivated by this process. They must be skilled people who are constantly evolving.
• Vision of change. Take into account the challenges that must be met and the methodology for doing so. Also what tools are needed.
• Communicate that the change is necessary and urgent. Employees are the most affected by change, so they must know why the change is necessary and accept it.
• Empower the team. Try to make them break barriers and fears and always support them during this process, which is not as simple as it seems.
• Short term objectives. This will make it easier to achieve them and the team will feel capable and motivated to do so.
• Persist. And also help the team to work constantly for this change, otherwise success will not be achieved or it will not last over time.
• May the change last in the future. The key to successful change management is that it is not something temporary, so it must be incorporated into the company's culture.

Impulse model

It is a technique that consists of encouraging, inspiring and giving The push they need, in this case, the employees, the team, for implement the change in the company. That's why changes are often designed in a way that They can't Generate resistances.

But how do we ensure that changes do not generate resistance? Well, it is necessary to know the team perfectly to offer changes That they are aligned with their values, way of working, etc. Sometimes, these changes are usually related to avoiding punishment or leaving behind endless working days.