Change is constant, however Change Management requires persistent efforts!

With rapid technological advancements and an increasingly volatile, uncertain, complex, and ambiguous (VUCA) environment, businesses must adapt quickly. However, managing change effectively requires more than just communication—it demands leadership, engagement, and persistence.

This piece highlights the common misconceptions about change management and emphasizes that it is far more complex than simply sending a message or issuing a directive.

It reinforces that change is a process requiring leadership, engagement, and persistence—not just a well-worded announcement.

Change Vs Transformation

An organization comprises 3 elements: People, Process & Technology

• Change focuses on modifying specific aspects of a business, such as improving processes or implementing new tools.
• Transformation is a deeper, strategic shift in how a company operates, integrating technology to fundamentally reshape business processes, culture, and customer experiences.

Digital transformation requires organizations to rethink how they deliver value in an evolving market, making it more than just a technology upgrade—it’s a complete business reinvention.

Different Models of Change Management

There are different models of change management, and each comes with their strengths and weaknesses apart from the situations in which those can be applied.

• Kotter's 8-Step Model
• Lewin's Change Management Model
• ADKAR Model
• Kubler-Ross Change Curve
• Ackerman & Anderson’s model

Need for a Different Approach

In this article the author highlights about following a new approach to Change Management as the nature of business is evolving.

Traditional change management models, like the Kotter’s, assumed that people would accept change if persuaded effectively. However, as businesses shifted from tangible to intangible assets, change became more about people’s beliefs and behaviours than strategic decisions.

Today, hierarchical decision-making is being replaced by network-driven change, where transformation spreads through collaboration rather than top-down mandates. Experian’s cloud migration success exemplifies this, as CIO Barry Libenson empowered early adopters rather than forcing immediate widespread change.

Modern change management must focus on enabling people, fostering grassroots momentum, and adapting strategies to a decentralized, networked world.

In this video, the speaker talks about the People First Approach to Change Management.

When Is the Right Time to Initiate Change?

According to a report by McKinsey, the Change Management, starts right from the planning stage and continues through the execution stage.

Business user engagement happens right at the project Ideation stage, wherein they articulate the requirements, continues during the Implementation stage when they verify the technology against their use cases and finally at the Adoption stage when they integrate the technology into their workflows.

During the planning stage the project governance structure is established and having the Project Sponsor clearly articulate the following things go a long way in driving successful Digital Transformation.

•  Why is this change necessary now?
• What’s in it for those affected by the change?

A structured approach ensures that digital transformation efforts achieve lasting success.

What are the Best Practices?

• Use storytelling (e.g., the Hero’s Journey) to build narratives around change.
• Analyze product heatmaps post-implementation for adoption insights.
• Leverage specialized tools for onboarding and training.
• Develop a communication plan for each phase of digital transformation.
• Define KPIs to measure change success.
• Use multiple communication channels (meetings, newsletters, Q&A forums, etc.).
• Identify change champions to drive advocacy and feedback.
• Maintain consistency in terminology across the organization to reduce cognitive load.

How to Evaluate Success of Change Management?

Implementing change that requires people to adapt is challenging. Success depends on clearly defined objectives, relevant key performance indicators (KPIs), data collection, and continuous monitoring.

• Define Objectives – Use SMART goals to align expectations and measure success.
• Develop KPIs – Track engagement, adoption rates, training effectiveness, productivity, and user satisfaction.
• Collect & Analyse Data – Use both quantitative and qualitative insights while minimizing survey fatigue.
• Consider Human Factors – Focus on employee experiences, perceptions, and organizational culture.
• Continuous Monitoring & Improvement – Regularly assess outcomes, adjust strategies, and ensure long-term success.

Ultimately, organizations must prioritize the human element of change, ensuring engagement and adaptability to drive successful transformations. A new approach to change management should allow simultaneous shifts in processes and tasks, affecting both employees and stakeholders across the organization. An approach that takes into consideration the customer experience (CX) as well as employee experience (EX).

Following a wholistic approach will ensure a sustainable and adaptable future for businesses in the face of rapid technological evolution.