I'm not sure about the other Change Managers out there, but for me, "What do you do?" often results in an explanation that sounds a bit more like a question and usually ends in, "have you heard of that before?"
This post explores the change manager role, linking up with additional resources from Agencia Change blogs.
We know that organisations are constantly changing. Many of us have seen the large-scale, expensive programs that were later reversed and changed back to how they started. What works under certain market or political environments often needs tweaking to stay practical or relevant when the conditions change.
Whether it's adopting new technologies, restructuring processes, or implementing cultural shifts, managing change has become a critical aspect of staying competitive and innovative. And in order to do it well you need a Change Manager. It's a role that goes beyond the surface and dives deep into the intricacies of making it work. If you're only interested in seeing your Change Manager when you need to approve the PowerPoint deck for the leadership briefing, you're not getting the best value they can offer.
Change management is about sustainability and accountability. We know that's why we're sometimes not everyone's favourite person in the room. We're there to set up the change for its best chance of success: and that may generate friction. Change Managers serve as the architects of change, understanding and enabling the moving parts to ensure a smooth transition from the current state to the desired future state. The scope of their responsibilities is probably broader than you think.
At least once on your project a Change Manager will tell you something you don't want to hear. It may come from their critical assessment of business readiness, it might come from their understanding of how to segment and communicate to a change audience, or it may be feedback from their network.
At these times, it's tempting to argue scope creep and retreat. However this could be short term thinking Your Change Manager is most likely raising the issues that will threaten a seamless transition. Knowing about risks and issues, making them visible means they can be prevented.
The Change Manager role goes well beyond the familiar tropes of "comms and training".
1. Strategic Planning:
Change Managers are strategic thinkers, collaborating with organisational leaders to develop a comprehensive change management strategy. This involves understanding the business objectives, proposed solutions, identifying potential challenges, and devising a roadmap to achieve successful outcomes.
2. Communication and Stakeholder Engagement:
Effective communication lies at the heart of success. Change Managers act as communication conduits, ensuring that the change audience is well-informed. They engage with stakeholders at all levels, addressing concerns, and garnering support for the transformation journey.
3. Risk Assessment and Mitigation:
Navigating change comes with risk. Change Managers play a pivotal role in identifying potential obstacles and developing strategies to mitigate them. This proactivity ensures that the organisation is well prepared to overcome hurdles that may arise during the transformation process.
4. Training, Development, Coaching, Mentoring:
Change brings the need for new skills and competencies. Change Managers work closely with internal training departments or external vendors to design and implement training programs that marry new processes and technology in a neat package. This empowers employees to adapt to the new skills and excel in their roles within the transformed organisation.
In order to accept change, some employees may need mentoring through the individual process of adapting and aligning to the new business needs. There may also be a coaching plan - where there's not a critical mass large enough for training, or one-to-one briefings or smaller focus groups would work better.
5. Monitoring and Evaluation:
Change is an ongoing process, and Change Managers stay vigilant throughout the journey. They continuously monitor the progress of the transformation using metrics, gathering feedback, and making necessary adjustments to the strategy to ensure that the change delivery stays on course.
The role of a Change Manager extends beyond merely overseeing alterations in an organisation. It involves a delicate balance of strategic thinking, effective communication, risk management, and continuous evaluation. Change Managers not only design the blueprint for change but also guide the organisation through the construction process, ensuring that the end result aligns seamlessly with the strategic vision and goals. As we navigate the complexities of transformation, the importance of Change Managers in driving successful outcomes cannot be overstated.
If you can invest 15 minutes, we can show you how there's a solution to your change pain. For a free, confidential discussion on what a Agencia Change can do for you, book in some time for a chat.
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