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December 11, 2023

The Role of Leadership in Successful Change Management

The Role of Leadership in Successful Change Management Editor It goes without saying that in the ever-evolving landscape of business, change is a constant. Today, leading businesses are turning to technology to drive efficiency and transformation. However, while technology investments promise significant returns, many fall short of expectations. This is where the role of leadership in successful change management becomes crucial. So, let us explore how leaders can support their teams through periods of change, drawing insights from our experience in user adoption and digital transformation for three decades, as well as wisdom from thought leaders in the field. Embracing Change in the Digital Era In the digital era, businesses need to adapt rapidly to stay competitive. Technological advancements are reshaping industries, and staying ahead of the curve is essential. This often requires significant changes in how businesses operate, from adopting new digital systems to reimagining workflows. However, these changes can be met with resistance and uncertainty among employees. The Leadership Challenge Leaders are the driving force behind successful change management. Their role goes beyond just implementing new technologies; it’s about leading their teams through the transition with confidence and clarity. As John P. Kotter, a renowned change management expert, once said, “Leaders establish the vision for the future and set the strategy for getting there; they cause change.” Clear Communication Effective communication is at the heart of successful change management. Leaders should articulate the reasons behind the change, its benefits, and the expected outcomes. Can!do’s experience in enhancing business performance emphasises the importance of working with key stakeholders and employees. As noted by Simon Sinek, an expert in leadership and communication, “People don’t buy what you do; they buy why you do it.” When everyone understands the “why” and “how” of change, they are more likely to embrace it. Leading by Example Leaders need to set the tone by embracing the change themselves. When employees see their leaders actively participating and adapting to new technologies, it sends a powerful message. This leads to increased confidence among the team and a willingness to follow suit. In the words of Mahatma Gandhi, “You must be the change you want to see in the world.” Providing Training and Support Change can be daunting, especially when it involves technology. Leaders should ensure that their teams have the necessary skills and confidence to navigate the digital landscape. This aligns with Can!do’s mission of driving and measuring user adoption at speed and scale. As the famous management consultant Peter Drucker said, “The best way to predict the future is to create it.” By empowering users with the right skills and a “Can!do attitude,” leaders enable them to use technology effectively to achieve desired business outcomes. Creating a Culture of Adaptability Leaders play a crucial role in shaping the organisational culture. They can foster a culture of adaptability and continuous learning by encouraging experimentation and innovation. When employees feel encouraged to explore and adapt to new technologies, change becomes a natural part of the workplace. Measuring Success Change management is an ongoing process. Leaders should establish clear metrics to measure the success of the change initiative. Regular feedback and data-driven insights can help refine strategies and ensure that the intended outcomes are being achieved. As management guru Peter Drucker aptly put it, “What gets measured gets improved.” The Can!do Approach Our goal is to help organisations through digital transformation by ensuring that users have the ability, ambition, and a “Can!do attitude” to use technology effectively. This philosophy complements the leadership’s role in providing training and support, creating a culture of adaptability, and measuring success. In conclusion, leadership plays a pivotal role in successful change management, especially in the context of digital transformation. By effectively communicating the reasons for change, leading by example, providing training and support, fostering adaptability, and measuring success, leaders can guide their teams through periods of change with confidence. Can!do’s expertise in user adoption and digital transformation serves as a testament to the importance of leadership in achieving successful change management and realising the full potential of technology investments. As we navigate the digital age, the wisdom of thought leaders reminds us that leadership is the key to transformation. Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Written by Lyndsey Martin

December 9, 2023

Latest

Integrating Traditional and Online Training for Maximum Impact

Integrating Traditional and Online Training for Maximum Impact Editor Integrating Traditional and Online Training for Maximum Impact In today’s fast-paced world, employee training has evolved significantly. Gone are the days when traditional classroom-style training was the only option. Now, organisations have a plethora of training modalities at their disposal, including online courses, webinars, workshops, and more. But what if we told you that the real magic happens when you blend these different training methods together? Let’s explore how integrating traditional and online training can create a powerful synergy for enhancing learning outcomes in the workplace. The Power of Blended Learning Blended learning, as the name suggests, is all about blending various training methods to create a holistic learning experience. It’s a strategy that combines the best of both traditional and online training to maximise the benefits for learners. Flexibility Meets Interaction One of the key advantages of online training is its flexibility. Employees can access courses at their own pace and convenience. However, this flexibility sometimes comes at the cost of interaction. Traditional training, on the other hand, offers face-to-face interaction and real-time feedback. By integrating these two approaches, you strike a balance between flexibility and interaction. Learners can absorb content at their own speed and still have the opportunity to engage with instructors and peers in person. Cost-Effective Learning Traditional training often involves significant expenses, such as venue rental, printed materials, and travel costs. Online training can significantly reduce these overheads. By blending both methods, you can save on expenses while still benefiting from the effectiveness of face-to-face training when needed. Customised Learning Paths Not all employees have the same learning preferences or needs. Some may excel in traditional classroom settings, while others prefer the autonomy of online modules. This is where organisations like Can!do come into play. Can!do works with large and medium-sized organisations to maximise the value of their technology investments and business process adoption. They drive and measure User Adoption at speed and scale by giving enterprise end-users the skills and a Can!do attitude on their digital transformation journey. By incorporating Can!do’s methodologies, you can customise learning paths for different individuals or teams, ensuring that everyone gets the training they require in a format that suits them best. Continuous Learning The workplace is constantly evolving, and so should employee training. Online training can be a powerful tool for ongoing education, providing employees with the latest information and updates. Traditional training can complement this by addressing specific skill gaps or conducting in-depth workshops when necessary. Real-World Application A common challenge with traditional training is the application of knowledge in real-world scenarios. Blending it with online training allows for practical exercises and simulations, which can bridge the gap between theory and practice effectively. Resources for Successful Integration To implement blended learning successfully, it’s crucial to have access to reputable resources. In addition to traditional sources, consider partnering with organisations like Can!do, who specialise in maximising the value of technology investments and business process adoption through tailored solutions. Our team has the necessary skills, qualifications, and experience required to deliver these blended solutions into your business. We know how to get your people aligned with your systems and processes, ensuring that the transformation journey prepares everyone in the organisation so that they are confident and ready to tackle the change with a Can!do attitude. In conclusion, integrating traditional and online training is like combining the best of both worlds. It offers flexibility, cost-effectiveness, and customisation while ensuring that learning is engaging and effective. By harnessing the power of blended learning, South African organisations can empower their employees with the skills and knowledge needed to thrive in today’s dynamic workplace. Remember, the key to successful integration is careful planning, adapting to the specific needs of your organisation, and continuously evaluating and improving your training programmes. Can!do’s expertise can be a valuable asset in achieving these goals and maximising the impact of your technology investments. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Written by Lyndsey Martin

November 2, 2023

Latest

Why Your Business Needs a Learning Management System: A Strategic Imperative.

Why Your Business Needs a Learning Management System: A Strategic Imperative. Editor Introduction: In today’s fast-paced business environment, staying ahead of the curve requires a relentless focus on learning and development. Learning Management Systems (LMS) have emerged as crucial tools for delivering, managing, and tracking educational resources within an organisation. From centralising training materials to providing analytics, an LMS offers multiple advantages that are hard to ignore. In this article, we’ll delve into the compelling reasons why your business should seriously consider implementing an LMS. Centralisation of Learning Resources: One of the most salient benefits of using an LMS is the centralisation of learning materials. Training resources are no longer confined to scattered folders, multiple platforms, or even different geographical locations. With an LMS, all learning content is housed in a single, easily accessible location. This central repository ensures that employees can conveniently access the learning resources they need, thereby improving both efficiency and engagement. Standardisation and Consistency: Standardising the training process is a key advantage that an LMS can offer. Without a centralised system, training content can vary in quality and depth, leading to inconsistencies. An LMS ensures that every employee receives the same level of training and assessment, thereby ensuring uniformity in the learning experience across the entire organisation. This is pivotal for maintaining consistent quality and performance benchmarks. Personalisation and Scalability: In an increasingly digital world, accessibility is paramount. Employees must be able to access training materials seamlessly, regardless of their location or language proficiency. Leveraging cutting-edge technology ensures that training materials are accessible in multiple languages and formats. A user-friendly platform that facilitates easy navigation empowers employees to engage with training content effortlessly. Empowering Stakeholders: While an LMS ensures standardisation, it also provides room for customisation. Modern LMS platforms allow for highly personalised learning experiences, catering to individual learning styles, needs, and paces. As your organisation grows, your LMS can scale along with it. This makes it simpler to add new courses, onboard new employees, and adapt the training to the changing needs of your business. Analytics and Reporting: An LMS doesn’t just deliver training; it also measures its effectiveness. Modern systems offer extensive analytics and reporting features, ranging from learner engagement and course completion rates to performance on assessments. This data is invaluable for identifying areas for improvement, and it allows organisations to make data-driven decisions to enhance their training initiatives. Cost-effectiveness: Traditional training methods can be expensive, requiring physical venues, printed materials, and possibly even travel. An LMS reduces or eliminates many of these costs. The convenience of having training modules accessible anytime, anywhere adds another layer of cost-effectiveness, making the ROI of an LMS implementation quite attractive over time. Regulatory Compliance and Updating: Many industries require compliance with various regulations and standards. An LMS helps you stay on top of this by centralising the delivery of compliance training and automatically logging who has completed the required modules. This simplifies both internal audits and external regulatory checks. Updating content becomes seamless, ensuring immediate alignment with any new or updated regulations. Collaboration and Social Learning: Learning isn’t just an individual endeavour; collaboration is often key to a more enriching learning experience. Advanced LMS platforms come equipped with features like discussion forums, group assignments, and peer-review capabilities, fostering a collaborative learning environment that enhances not just individual but collective knowledge. Evaluating the Right LMS for Your Organisation: When it comes to choosing an LMS, one size doesn’t fit all. The right platform for your organisation will depend on various factors such as the size of your workforce, the types of training you’ll be conducting, and the specific features you require. Therefore, it’s crucial to conduct a comprehensive evaluation. Consider factors like usability, scalability, and integration capabilities with existing systems. Moreover, look at customer reviews and possibly seek out case studies where the LMS has been effectively implemented in similar industries. Conclusion: The compelling case for implementing an LMS in your organisation is supported by a multitude of benefits, from centralised and standardised training to cost-effectiveness and improved compliance management. Furthermore, the flexibility to personalise learning experiences and the capability to scale as your organisation grows make it a strategic tool for long-term success. The analytics and reporting functionalities add another layer of value, enabling continuous improvement through data-driven insights. Investing in an LMS is not merely an operational enhancement but a strategic decision that significantly impacts your organisation’s performance, engagement, and long-term growth. Given these substantial benefits, if your organisation has not yet considered the deployment of an LMS, now is the opportune moment to do so. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

January 11, 2023

Latest

Why your company needs to optimise its systems

Why your company needs to optimise its systems Editor Businesses can always be more efficient. Optimisation means analysing your systems and processes to see where issues lie. Once these are identified, business leaders can establish new methods for making the company more efficient and cost effective. Optimisation can include changing some of these systems and practices or shifting some tasks from manual to automated. It could mean increasing sales through better understanding of what your customer needs and, therefore, enhancing their experience. Optimisation can also include reducing waste or costs and increasing the level of performance all round. If there are blocks in efficiency due to poor communication or a non-aligned culture, optimisation would mean improving on the human and resource capital already in place. This can yield greater results. There are a number of key benefits for a company that optimises its systems. Optimise for efficiency The first and most obvious outcome of optimising your business is improved efficiency. This could impact the time it takes to complete a task. For example, shifting from manual to automated systems frees up an employee to focus on other tasks that could yield more value for the business. Completing projects faster has a huge impact on the use of your employees’ time as well as your delivery cycle to clients. Similarly, minimising wastage of time and resources affects your profit margin as well as your employees’ morale. It is important to note that optimising doesn’t necessarily mean allocating less – be it time or resources – to something. A Harvard Business Review article on the subject reminds us that some costs, such as extra staffing, higher salaries or increased training, can actually lead to a more efficient and highly functional system. Optimise systems for better innovation and adaptability In today’s economic climate, being change-ready and prepared to pivot can mean the difference between becoming extinct or thriving in a whole new way. If your systems and processes are optimised and streamlined, your business is much more likely to adapt and innovate as needed – allowing for rapid action and smart decisions and being able to take unforged pathways to meeting your business goals. Having access to relevant and updated information is crucial in being able to understand where things are and aren’t working. This serves to avoid poor decisions and knowing where to focus for improvement. If your data processes are optimised to the extent that they are automated, streamlined or at least prompt, it equips your employees with what they need to deliver on their mandate accurately and timeously. Optimise your performance management If you have systems in place to monitor and track your employees’ progress and performance, you are able to identify problems before they hold you back. This enables you to offer support, continuous improvement and, where necessary, take steps to manage poor performance. It also ensures that you can acknowledge and encourage star performance. Optimising your performance management approach means improving your human capital. All of the above point to the same outcome – an all-round improvement in your bottom line. Reducing waste, errors and saving time, combined with a more consistent and engaged employee performance all have a massive impact on customer experience, which in turn leads to increased customer loyalty and profit margins. Why optimise your systems and processes? An article in Forbes states: “Most business teams want to improve performance. More customers. High profits. Lower overhead. The metrics may vary, but improvement is always the goal.” An optimised business performs better, is more reliable, safer and able to compete more effectively in the marketplace. It is so much more than how you manage your day-to-day business. Optimising means having your team working on the right things, focussing resources in the right places, using what you have wisely and efficiently. It is the way to ensure your business survives and thrives in the future. Process and system optimisation with Can!do With analytical software and methodologies, Can!do provides insight into accurate and real time metrics that enables you to monitor and adjust your unique systems and processes to achieve optimum results. Our solutions report on anomalies and exceptions as they arise so that you can take early corrective actions. Reporting like this will improve your process adherence and leads to an increase in your business efficiencies and decisions. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

January 9, 2023

Latest

When is change management needed?

When is change management needed? Editor Change happens so regularly that it has become inevitable. An online poll revealed that around 70% of organisations experience four significant changes in a five-year period. Businesses can prime themselves for success by implementing appropriate change management. While some constant incremental changes may not cause a massive disruption to the business, transformational change involves huge shifts that radically shake up existing ways of working. To ensure that businesses can adapt in the face of constant change, they need to ensure they are effectively managing that process. Transformation is a large scale change. It can involve a massive shift in a company structure, business process, its people or organisational workflows. It requires a lot of time and energy to implement such transitions. As a result, change management is required to ensure a successful completion of the transformation. Adaptive changes, on the other hand, are small changes that companies need to address over time. These are typically minor adjustments and fine tuning that leaders execute on a regular basis. If employees are willing to embrace it, these adaptive changes serve to improve performance and profitability. When is change management needed? Change management is needed when a business wishes to alter one or more of its main processes and undergo transformational shifts. The goal of the change is normally to improve effectiveness and performance. Common situations where change management is required include changes to management, culture, technologies, products or services, and during mergers and acquisitions. A massive overhaul of an executive or management team will require a change management programme. Putting new people in at the top will create some instability and insecurity. Organisations generally become unstable while the new leadership team aligns to a common vision and goal, learning a new role and developing the skills that are needed to perform effectively within the organisation. A change in leadership can also create insecurity among staff. For some employees being told they’ll get a new boss may come as a relief, but for others it may be daunting to learn how to work with someone new. Teams may be unsure of what is expected of them and feel insecure about their roles. Change management during cultural realignment When organisations embark on a culture realignment programme, change management is often required. A cultural realignment intervention normally happens when there is no clear vision, mission or purpose. Each executive may be chasing different goals, such as profits, excellence or customer service. Bringing an executive team together may mean unifying their approach. It can also involve unpacking what their corporate values actually mean in terms of concrete behaviours they wish to see in the environment. In a toxic work culture, instilling a more aligned culture can mean a radical shift in attitude, interpersonal relationships and working style. It may mean working with people from different departments or adopting a more effective model of communication. Implementing a change management process can help ensure that employees are invested in the process, understand why it is taking place and take steps to ensure that the desired outcome can be met. Transforming your business with new technologies Implementing new technologies which optimise work flows and production can radically shake up an organisation. A new customer management system (CMS), for example, may require all employees to learn new software and implement new processes in their daily operations. About two thirds of people don’t like to leave their comfort zones and only do so on rare occasions. This means it can be difficult to get employees to change their existing ways of working. It may mean a steep learning curve and initial drop in productivity. There may also be some resistance as employees may not see the benefits of the new tech system. This is where change management comes in. Through a well planned and structured change management approach, employees are taken along the journey, given the right skills and receive appropriate training. Change management when introducing new products and services Companies that wish to introduce a new product or service feature will need to undergo appropriate change management. Launching a new offering requires staff to focus on multiple things at the same time. Employees need to take care of existing products, services and customers. At the same time, the company prepares for and launches its latest product or service. Going through the innovation cycle necessitates out-of-the-box thinking. It requires a process of prototyping and testing. They may be mistakes and failures along the way that need to be dealt with. Keeping morale and motivation levels high is important. Leaders need to ensure that mistakes become opportunities for learning and growth. Innovation demands diverse skills. Planning, designing and implementing a new product or service is a multi-step process that needs to be supported through robust change management. Without appropriate support, employees can lose track of the goal, feel overwhelmed and become stressed. Leaders need to have suitable coaching skills to ensure that staff are well-informed, motivated, engaged and have the space to voice their concerns. Supporting your staff during a merger or acquisition Change management is needed when companies undergo a merger or acquisition. This is a radical transformation for any business and workers will experience massive change as a result. New premises, new teams, new bosses, new products and services, new software and systems, and new customers are all likely during a merger or acquisition. Creating a smooth transition will soften the effects of radical change. It can help employees to deal with their resistance and insecurities. Change management support may also include e-learning materials and other job guides that help employees learn about their new roles. Change management in today’s world In today’s current economic and socio political climate, unexpected crises have become the norm. Whether it be wars, pandemics or energy crises, organisations need to be flexible and agile in the face of change. Companies that can adapt and take on a growth mindset are likely to take the lead against their...

by Editor

January 6, 2023

Latest

Why measurement and reporting are critical to your KPIs

Why measurement and reporting are critical to your KPIs Editor A problem identified is a problem that can be solved. Similarly, when there are successes in business performance, it is good to know and learn from them so that they can be repeated. Key performance indicators (KPIs) are the metrics that allow organisations and individuals to track and measure how they are faring against business objectives. Once you understand what you are getting right and wrong, you can then decide where and how to improve. If reported on regularly, KPIs allow the business to measure the progress of projects or employees, to monitor the health of the company and to analyse patterns and cycles over time. They are also used to analyse your business systems and processes to ensure they are achieving optimum results. Measuring KPIs provides timely and regular opportunities to make adjustments to align with the wider business strategy, as well as to solve problems before they become critical. Through ongoing reporting, potential opportunities can be picked up and actioned while the opportunity is still there. Which KPIs are important to measure? According to Forbes, the types of KPIs that are important to measure in your business include: Financial KPIs – For example, profit margins, so that business can assess where and how to grow. Sales KPIs – These includes the monitoring of lead generation, for example, so that the sales department can understand where to focus their resources and time. Marketing KPIs – A range of metrics comes into play here, such as social media conversion rates and landing page conversions, for which timely analysis and adjustment is key. Never more so than in our current digital age, according to the Wall Street Journal. Operational KPIs – To measure and understand how efficient your business systems and processes are, as well as keep tabs on expenses. Product KPIs – For product based businesses, it is essential to track returns or which products are damaged or wasted. Measuring and reporting goes hand-in-hand If you are only measuring, but not reporting on this data, then it is impossible for the team to act on it. If there is not ongoing and appropriate measurement, then it is impossible to know whether you are tracking on small or big goals or even to what extent you are achieving the tasks you have set out to do. Having the right KPIs in place and measuring them regularly provides the opportunity to get an overall snapshot of the business, as well as to zoom into more specific aspects – like employee engagement or turnover, net profit or revenue. In general, KPIs are set for yearly goals (as well as quarterly) and are reported on often so that adjustments can be made as needed. Effective KPI measurement and reporting lead to business success In terms of the humans within an organisation, measuring and reporting on KPIs can provide structure and accountability for employees, as well as contribute to morale. If an employee is tracking towards their individual goals and they see regular data as evidence of such, it can add to a sense of being on the right path at the end of each reporting cycle – be it a week, month or quarter. Many businesses link KPIs to incentives and bonuses to create a culture that celebrates success. If there are departmental KPIs set, it can also encourage team members to collaborate and communicate with one another. Once you have the right data, it becomes possible to make wise business decisions. Data also supports strategy and goal setting. When measured appropriately and reported on regularly, KPIs are an asset to your business efficiency and to developing your human capital. Through our intelligent KPI dashboards, Can!do offers measurement and optimisation services to get your processes and systems operating at maximum potential. We support user adoption and capability development to boost your business efficiency. Through customised measurement and reporting of KPIs, business leaders gain insight into their unique systems. This allows for improved insight through real time metrics. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

December 8, 2022

Latest

How change management can benefit your business

How change management can benefit your business Editor Change management is a structured process for implementing new tools, systems or roles within a company. It guides this process towards a desired outcome. By supporting people in the business to adopt new ways of working, organisations can become more agile and productive through this period of transformation. Without a carefully planned and structured approach, change can result in chaos. Employees need to be taken along the journey with the appropriate amount of communication. Change needs to be carefully planned so as to cause minimal disruption to workflows and business as usual. It also needs to be implemented strategically, with clear milestones and measurements in place. This helps to monitor the pace of change, ensuring that the right balance of change brings the organisation swiftly into its new status quo. Change management requires employee buy-in Change can bring about resistance among employees who are set in existing ways of working. It may require staff to set aside tried and tested ways of working in favour of unfamiliar tools or processes. This can result in cognitive fatigue as teams need to put more effort into how they do their jobs. With any big transition, there is an inevitable reduction in productivity as the existing status quo is challenged. However, this can be alleviated with appropriate change management interventions. A key feature of change management is proper planning and communication. Staff need to be engaged in the process from the onset so that they are aware of the upcoming changes and have a chance to voice any concerns. Getting staff buy-in goes a long way to prepare them for the process. Employees will feel more invested if they have been part of the process from the beginning. For change to bring about a satisfactory return on investment, the process needs to be guided from start to finish by an expert team. Through the change management process, leaders can uncover organisational problems that need to be addressed. This can breathe new life into a company – dusting out the cobwebs and preparing for forward movement. Improved communication and collaboration Disrupting normal ways of working can cause confusion and anxiety, so to mitigate this, change management involves a strong focus on communication and collaboration. Bringing staff together means breaking down silos, addressing interpersonal issues and making sure everyone is heading towards the same common goal. Clearly defined key performance indicators (KPIs), strategies and targets help to create a safe space in which change can take place seamlessly. It’s important to control and monitor the variables to ensure that employees are appropriately informed and guided throughout the process, even with continued support after the training sessions. The change management process can create a sense of purpose. Having a shared vision serves to reduce friction and improve collaboration among staff. With everyone working toward making the project a success, teams are more easily motivated. Learning to deal with change gives staff the skills they need to keep on innovating. Performance increases when people feel supported and understand the change process. Having gone through a change management process, employees will be more adaptable and agile moving forward. This sets companies apart in today’s competitive business world as employees will be able to respond quickly to customer demands and changing market conditions. Change management leads to more strategic decision making As part of change management, companies can choose to include leadership training. This serves to strengthen leadership skills and develop better awareness. Equipping managers and executives with new tools and soft skills can help them in their management of employees. Through suitable training, leaders can improve their emotional intelligence (EQ) – an essential component of decision making. Leaders with a higher EQ are able to navigate challenges and come up with solutions more effectively. There are many skills connected to decision making. Developing these skills will naturally lead to better capabilities. Leaders need to learn how to problem solve. Taking a neutral stance and focusing on the relative details can helps leaders to make decisions more efficiently. With proper planning and organisation, leaders can improve their time management and organisational skills too. Knowing what tasks to prioritise and delivering status reports on time ensures that leaders can make the right decisions at the right time. Taking a structured approach to change Adopting a change management process offers a number of key benefits to businesses. If properly executed, change management will reduce costs while boosting performance. Engaging employees in the process ensures that they are invested and motivated. Change requires careful planning and management to minimise the effect on existing workflows and business. With appropriate training, employees at every level of the organisation can benefit from the process, learning new skills along the way. For more information about our services, please contact us today. ___ Can!do works with large enterprises South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us