The two biggest changes in change management
All organizations deal with changes, small or large. How these changes arise and are implemented has changed over the years, either; change management changes! We regularly see organizations that do not have a suitable approach to successfully complete a change process, have no insight into new developments and trends and often still use old methods for change. So what does the new way of change look like? What can the new trends mean for you? And how can you as an organization respond to the changes of our time in a timely and effective manner? Supply Value investigates the change trends of 2021 for you! In this insight, we briefly zoom in on two trends that you can apply immediately and we look at why change management is changing now - more than ever.
How can change processes in the new way of working be successfully accomplished? And what are the best practices in this regard? Many managers with a new project to start or change task currently have little idea of this. This often makes change a laborious, lengthy and expensive process. That is why it is important to gain insight into change management and its developments. Supply Value investigates the change trends of 2021 to offer tools to (project/program) managers and executives with a change task. By means of the results of the survey, we provide you with insight into the challenges and best practices of your colleagues and industry peers and we tell you more about current methodologies and tools that are relevant to you.
From the market and peers, Supply Value sees different trends and different ways to apply or implement these trends. This includes the following two current trends: the continuous process and the new way of working. Supply Value takes you briefly into these trends.
A continuous process
We see that change management is increasingly becoming part of regular business operations. Where changes were first imposed mainly top-down, we now see more and more responsibility among employees and more self-organization. In self-organisation, ownership is shared, so that teams are able to quickly respond to customer wishes, opportunities and threats. This allows the team to manage dynamically within the set frameworks. By stimulating initiatives for change not only top-down, but also bottom-up in the organization, the entire organization becomes responsible for continuously introducing and contributing to improvements and changes. Changes are therefore no longer seen as a separate process with a beginning and end, but as a continuous process.
More and more organizations are developing a cooperative change style to cope with this change. However, we also see a number of challenges arising with change management as a continuous process. Now that we (mainly) work from home and have set up working in a new way, it is a challenge for many organizations to continuously improve and change. How can we set this up properly from home? And how will change management develop in this area in the coming years?
The new way of working
The way we work in the Netherlands is constantly changing. At the moment we stay indoors, we keep our distance and we work (mainly) at home. This results in a new or adapted approach for change processes: after all, we can no longer intensively supervise a change process in the office, carry out an implementation plan or physically brainstorm new ideas for improvements. Also, the accidental interactions have largely disappeared. We see the emergence of technological developments and applications that allow us to implement changes in various ways. These developments will change the art of change management enormously.
Now that almost everyone has been familiarized with working from home and has found their place in it, the next challenge is: how can we find a good balance between digital and physical change? And how can we digitally involve people in new change processes in order to continue to improve and grow as an organization? Larger change processes, in which many people are involved and changes are implemented on location, are difficult to implement digitally. In order to guarantee the quality of a change and to be able to complete it successfully, it is often good to physically carry out its process. But this does not apply to all changes. It is becoming more and more accessible to tackle small and medium-sized changes digitally. A well-known concept that comes with this is e-change, which is now playing an increasingly important role in change management. E-change is the digital implementation of change management through, for example, the use of apps/tools or e-learning. By using the right apps/tools or e-learning, changes can also be successfully implemented in the new way of working. By e-change we mean not only the digital tools that come in handy while working from home, but also applications such as gamification. This is the use of game thinking, game techniques and game elements in a non-game environment. The aim is to change behaviour, to create involvement and to transfer knowledge in a playful way. Are you ready to apply these new trends within our organizations? And to continue changes as a continuous process in the organization?
Trends
What do you think change management will look like in the coming years? What impact does the new way of working have on how we do change processes? And how can modern techniques help us with change management? Supply Value conducts research into the trends within change management, including from trajectory to continuous process and the new way of working, and we would like to hear your views and challenges. Which trend(s) do you think have the most potential within your organization?
Are you curious about the change management trends of 2021 and how you can apply them within your organization? Take part in our survey at this link and receive the research report in your email. You also have a chance to win a free Viral Change masterclass for your team!
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