Finding the right methodology for business process adoption
Effective change management is essential for organisations looking to adopt new business processes. Choosing the right methodology for managing change can be a challenging task, as there are several models available, each with its own benefits and specific focus.
Most change management methodologies are based on practical roadmaps which provide a step-by-step guide for implementing organisational changes. These frameworks are similar in their goals. They generally start with a planning stage, in which the vision and strategy are defined.
From there, change management teams look at how to implement the plan by designing a communication strategy, allocating resources and creating change teams. During the subsequent implementation stage, it’s essential that employees have the necessary training and that any change is reinforced through continued evaluation and monitoring.
Three methodologies for change management
Kotter’s 8-Step Model, Prosci’s Methodology and the Association of Change Management Professionals (ACMP) Standard for Change Management are three popular methodologies for managing change. Kotter’s model emphasises the importance of creating a sense of urgency, building a coalition of supporters and communicating a clear vision for the change.
Prosci’s methodology focuses on the people side of change, highlighting the need to manage employee resistance and ensure that employees have the necessary knowledge and training to adopt new processes. ACMP’s Standard for Change Management provides a holistic approach to managing change, including a focus on leadership engagement, stakeholder management and sustainment planning.
When selecting a methodology for managing change, enterprises should consider several factors, including the size and complexity of the change, the company culture and the availability of resources. Engaging change management consultants can enhance the change process through expertise and resources which optimise the initiative.
Kotter’s 8-Step Model
This is a widely recognised change management framework developed by John Kotter, a Harvard Business School professor. It provides a structured approach for businesses to manage and implement large-scale changes effectively. The model consists of eight steps that guide the company through the process of planning and execution.
The first three steps of the model are focused on creating a foundation for change by building a sense of urgency, forming a powerful coalition and developing a vision and strategy for change. The next three steps involve communicating the vision, empowering others to act on it and creating short-term wins to build momentum. The final two steps are about consolidating gains and anchoring new approaches within the company culture.
Kotter’s 8-Step Model is suitable for businesses facing significant changes that require a systematic and structured approach. This model is often used when implementing a new strategy or for restructuring, such as through a merger or acquisition. The benefits of using Kotter’s 8-Step Model include a clear roadmap for change, improved communication and collaboration among stakeholders and increased employee engagement and commitment to change.
Prosci's Methodology for change management
Developed by Prosci, a research-based consulting firm, this methodology focuses on the humans in the organisation. It emphasises the importance of employee engagement and user adoption.
The Prosci methodology consists of five core phases:
- Preparing for change
- Managing change
- Reinforcing change
- Creating the foundation for change
- Evaluating change
The first three phases focus on getting ready for change and implementing it, while the last two phases are focused on creating the conditions for long-term success and monitoring the effectiveness of the change.
ACMP’s Standard for Change Management
This is a comprehensive roadmap used to manage organisational change. It echoes other methodologies in that it consists of the following phases: preparing for change, managing change and reinforcing change.
The ACMP Standard for Change Management is used when organisations need to manage complex and high-impact changes. It provides a comprehensive approach that includes tools and techniques for managing stakeholder engagement, communication and resistance to change. The benefits of using this approach include increased stakeholder engagement, better communication and a higher probability of achieving the desired outcomes of the change initiative.
Choosing the right methodology for business process adoption
There is no one “right” model for managing business process adoption. The most effective approach will depend on the specific needs and circumstances of the company. When considering which model to use, there are several factors to consider:
- Size and complexity of the change – If the change is large and complex, such as implementing a new enterprise-wide system, the ACMP Standard for Change Management may be a better choice as it provides a comprehensive approach to managing change.
- Culture of the organisation – Prosci’s Methodology emphasises the importance of engaging employees and fostering the adoption of the change, which may be particularly important in businesses with a high degree of resistance to change.
- Availability of resources – Kotter’s 8-Step Model provides a clear and easy-to-follow roadmap for change, which may be beneficial in situations where resources are limited.
- Leadership style – The leadership style and communication preferences of the leaders involved in the change may also influence which model is most effective. For example, if the leadership team is particularly adept at communicating and leading change, the Kotter model may be a good fit.
Ultimately, the best approach to managing business process adoption will depend on the specific needs and circumstances of the business. It may be beneficial to consult with change management experts or to conduct a thorough analysis of the situation to determine the best course of action.
Engaging change management consultants can provide enterprises with additional expertise and resources to manage significant changes. This can help ensure the success of the change initiative, reduce the risk of project delays and optimise the return on investment for the company. For more information about our services, please contact us today.
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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.