Top 3 lessons learned from a successful Change Management Initiative

When organizations engage with a change management initiative, they often gain valuable insight into the complexities of the organizational change. Led by a change management consultant, clients discover the direct correlation a structured change management approach has on overall success. Taking the time to document the lessons learned following the initiative’s completion provides an opportunity to understand what went well, the challenges encountered, and what could be improved for future change initiatives. These reflections are crucial because they help identify strengths and areas for growth.  They enable both the client and the consultant to learn from these insights and implement the appropriate adjustments. By understanding the top three lessons learned, clients can better assess the effectiveness of the change management process and how to apply any necessary process changes. Documenting the discussion and the themes uncovered will foster a culture of transparency and continuous improvement.

Reviewing recent change initiatives HRchitect led for our clients, we discovered the top three lessons learned from a change initiative include:

• Understand the resources and time commitment required
• The need to trust the change process
• Plan and prepare your change initiative early

1. Resources and Time Commitment

It is important to understand that a change initiative requires a commitment of time and resources. Preparing, implementing, and sustaining effective change management is a significant undertaking. Ideally, sufficient resources would be allocated to the change management core team, but this is not always the case. Project resources are often stretched thin as they support various aspects of the project while maintaining their day-to-day responsibilities, which leads to competing priorities and limited capacity.

Utilizing backups or temporary resources to support tactical change activities such as conducting stakeholder interviews, documenting impacts, or collecting and analyzing feedback can make a world of difference in balancing time commitment.

2. Trust the Change Process

It is essential to grasp that there is a structured approach to change management. The proven method has multiple steps that build on the previous one. These steps, led by an experienced change management professional, elevate communications, engagement activities, and process training. Clients are often eager to dive directly into the work. Taking the time to understand the process, they gain a clearer understanding of the nuances of change management and its correlation to the project’s overall success.

An experienced change management practitioner brings valuable insights and proven techniques derived from a deep understanding of methodologies and best practices. The client’s change team is familiar with the organization’s culture and understands the diverse needs of employees across all departments. Through a partnership, the consultant and client change team will build trust and collaborate. This collaboration will help them be prepared to identify and implement the tools and strategies necessary to execute the change management processes, ultimately delivering sustainable change.

3. Plan and Prepare Early

Aligning early on how to work together and setting clear expectations within the change team is essential to mitigate potential roadblocks that could jeopardize the timely completion of deliverables. A key takeaway from clients is the importance of establishing a detailed timeline, understanding when activities should occur, where they fit in the overall project schedule, and how long each task will take. Clients have also learned that while it is vital to integrate change management milestones into the overall project schedule, it’s equally important to plan the timing and frequency of engaging with key stakeholders and project resources for effective cross-collaboration. Engaging key stakeholders early in the process to set expectations and align objectives will mitigate overlap and determine the time required throughout the project.

Successful change management extends beyond weekly check-ins and delivering communications and training. Begin by understanding the goals, preparing the strategy, and developing a plan. These steps will result in the smoother execution of the change initiative while fostering stronger stakeholder engagement.

Finally, a strong client-consultant relationship is essential for achieving long-term success and establishing trusted partnerships. Prioritizing open communication and collaboration enables both parties to identify opportunities for continuous improvement. A cadence of retrospectives is vital in this process, as they promote a culture of transparency and shared learning. This ongoing dialogue enhances the partnership and increases the likelihood of sustained success, ensuring alignment and adaptability in response to evolving challenges.

Are you new to Change Management? Talk to an expert at HRchitect to find out how we can help you succeed with an upcoming organizational change.

Further Reading:

Change Management: The Perfect Time for HR Leadership

About the Author

To learn more about Priscilla, check out her LinkedIn profile.