The goal of Change Management
A goal of any Change Management project could be anything from effectively navigating the operating complexities of post-merger integration during the interim and future state operation models, to the productive adoption of a new technology investment.
The foremost essential aspect of any change intervention is assessing the overall organisational strategy and alignment, to ensure that the organisational change and adoption attain the desired strategic objectives.
Dimensions of Strategic Alignment
This involves two distinct dimensions of strategic alignment:
- Alignment with Organisational Goals:
This dimension assesses how congruent the transformation framework, which includes its goals, objectives, parameters, governance and compliance, is with the broader organisational goals and objectives.
- Alignment Among Stakeholders:
This dimension evaluates alignment among individuals, particularly critical organisational stakeholders, including executives, business leaders, middle management, support staff, client facing employees, the operational, manufacturing and technical staff as well as the customers, partners, suppliers, distributors, press and shareholders.
A well thought through Strategic Direction
It’s vital to ascertain whether these stakeholders understand the proposed direction. Even if a strategy is impeccable and ideal for an organisation, it will only succeed if the team is unified. Therefore, the emphasis should be on achieving synchronicity between the transformation strategy, the organisation, and the key stakeholders.
This falls within the ambit of Change Management, the application of a structured process and set of tools for leading the people side of change to achieve the desired organisational goal. We apply change management by helping individuals impacted by a change make the successful personal transitions that enable them to engage, adopt and use a change.
The first step towards strategic alignment is the articulation of the strategy. The primary output from this step is typically a strategic articulation framework. This framework details the broader organisational goals and objectives into specific digital transformation goals and objectives.
This translation often sets a vision and direction for the change. It also helps identify areas of alignment, potential misalignment, and the necessary adjustments to ensure congruence.
Change Management in South Africa needs some customisation
Because of the very labour leaning legislation and redressing the inequalities of the past, as well as the diversity of cultures, backgrounds and experience Change Management has to be very hands on and stakeholder analysis far more granular than in Europe or America.
Digital Bridges enhances the Return on Technology Investment by approaching IT from a Strategy, Business and People perspective.
For more information mail Kate@Digital-Bridges.co.za
