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The opening of new markets, a more and more volatile demand, mobility, or the technological evolution… To be more competitive and performant, a good amount of events spurs companies to make their teams and offers evolve.
To do that, the company has to try leading a smart transition of its organizations, in the most efficient possible way, and especially for it to be understood by everybody in time !
In fact, certain reluctances can appears if the change management has not been well prepared : We are going to see broadly, possible methods and tools and traps to avoid.
A particular method : The 8 steps in change management according to Kotter
There are several methods in change management. To not give you too much information, we decided to focus on the one which gives one of the clearest and adaptable visions : The 8 steps in change management according to John P. Kotter.
To bing a little of context, John P. Kotter is a professor at Harvard Business School. He wrote many books including certain such as “A Sense of Urgency” or “Leading Change”, became well-known worldwide classics in change management or Leadership.
Through the years, Kotter created a method in 8 key steps, which allows success of company transformation.
To trigger a reaction following the direction wanted, we have to raise awareness among company’s co-workers,, not only about the need of change, but also on the urgent nature of the situation.
It should be noted that presentation of certain materials such as internal audits, accounting figures, or a market analysis, could make the procedure easier.
The willingness of change cannot be imposed by the business. In this case, transition will simply not happen. On the contrary, co-workers have to be convinced on the necessity of change. How are we supposed to do, however, if the organization includes hundreds, if not thousands of employees spreaded in different services and locations ?
Koffer thinks it is necessary to convince in a first place different individuals known for their quality of influencer or conviction. These people work in different departments (HR, Finance, Marketing, Sales etc…) : “good preach” will be spread in all company’s levels then.
“Vision is the art of seeing invisible things”. Jonathan Swift (autor of “Gulliver’s Travels”) sums up well the importance of creating a “visible” vision, clear or consistent to convince ourselves to change.
Communicating the vision
Defining a vision as saw previously is important, spread it within the business is as well crucial.
We have to remind constantly the different co-workers about change management objective: by refering to studies and different mentioned materials during step 1, or keeping communication for a strong coalition (as mentioned during step 2). But it is not all, we also have to explain that next deadlines in the change process are not unreachable. You understood it well, the goal is to reassure as well.
For a sustainable and efficient change, we have to associate this vision of steps to action : Everybody in the company is concerned. For each consistent idea there is vision, we should not hesitate to praise the process and give achievable precise action plans through time
. Action will lead fastly to results: as much little they are, the company will have to communicate all “victories” which can suit change management direction. By giving all these informations to individuals, they will understand that all the efforts put in this process, will bring convincing successes.
Accumulating victories to reach objective: is it the finality of Change Management according to Kotter ? Not exactly. New challenges, something unexpected can also appears (ex: un new legislation, launch of a now offer from competitors, etc…)
By accumulating on previous victories, the business shows to its co-workers that new challenges are not unreachable.
Communication, encouragement, accumulation… change management followed a well established procedure and strategy : It is the company’s duty to be able of making new practices durable.
As mentioned before, communication and method are key elements to change management.
Since few years and especially since companies’ digital transformation, software solutions have developed new features about this topic.
For its different services, a company can now use :
A centralised system, which simplifies information and lead actions flow. Tools such as CRM or ERP took into account this feature by integrating for instance online conversation systems, or analysis report (useful for creation of an emergency in step 1 of Kotter)
An evolving system, which allow the company to develop serenely new service or product offers without having to change their software solutions.
Example : the possibility to configure and customize their software tools will make change management easy
An organized system, in fact, for integration of new practices (step 3 of Kotter), a typical workflow solution (business procedure management) can offer advanced features such as for automation of new good practices within the company.
We can help you to establish adapted software solutions to your change management. For more information about our CRM Workflow solutions, with easy access and customization :
Special offer to support small/medium businesses: all licences of Prediwell are currently free now for 15 days with setup included.
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