Creating Organizational Change Management Capability

People putting their hands together in a circle
Share This Post:

Did you know that effective change management remains elusive for most organizations? One of the primary obstacles arises when employees have to embrace something different without proper support. Failure becomes inevitable when change processes and tools are absent in the overall project management framework. For a successful organizational change, it is crucial to implement the necessary steps that facilitate employee acceptance.

In this blog post, change management expert Mark Hordes explores valuable insights on improving your organizational change management capability.

Don’t miss this intriguing
webinar from HRDQ-U

Don’t miss this intriguing webinar from HRDQ-U

Creating Change Management Capability: Experience Success

How Do You Prepare to Gain Business Readiness?

To achieve effective change, it is essential to establish a reasonable level of readiness, preferably surpassing the 50% mark. Consider the following key factors when preparing for business readiness.

Two men and two women working around two computers

Here are some key things to remember as you prepare to gain business readiness for change:

  • Resources and Funding: Shoot for at least 15% of your budget dedicated to change management.
  • Sponsorship: Change management requires visible, highly active, positive, and strong sponsorship. Many people will talk a good show so to speak, but never show up.
  • Realistic Expectations: What is realistic that you can accomplish relative to your resources, timing, and funding?
  • Compelling: The case for change ought to be pretty compelling – if we don’t do this, what’s the downside?
  • Project Management: Project management and team skills are essential relatives to some training that needs to occur so that people can learn how to collaborate and manage many initiatives under that umbrella.

How Do You Manage Resistance?

Why will people typically resist change? Understanding the reasons behind resistance is crucial for managing change effectively.

Graphic people pushing against a box with no progress, but a person is pushing against a sphere and moving ahead

Explore familiar sources of resistance and ways to address them.

  • Lack of Confidence: People may resist organizational change because they don’t think it’s necessary. They may have never gone through the awareness and understanding cycle to see why it would be necessary.
  • Fear: They’re not sure they have the fortitude, skills, understanding, or ability to deal with the change because they don’t know how to predict the future or to manage it with and through other people.
  • Surprise: If the changes feel like a surprise, that can lead to some resistance. The interesting thing about surprises is the only time we really like them is when it’s a party. But in reality, we don’t really like surprises. We don’t like when we can’t understand what’s happening or going to happen.
  • Support: Do your employees have the support, tools, understanding, training, and thethings they need to do to be more confident in increasing results?
  • Control: Resistance can come from a feeling of a lack of control: I feel no sense of control over what is occurring here. It’s all being done to me, not with me.

Change Management Can Transform Your Organization

Incorporating change management capabilities into your organization can have a significant impact. It’s crucial to prioritize preparedness and effectively tackle any resistance that arises. This involves allocating adequate resources, securing strong sponsorship, setting achievable expectations, and providing compelling reasons for change. By implementing these measures, you can establish a solid foundation for successful transformation. Additionally, it’s crucial to identify and address sources of resistance to empower your employees to embrace change confidently. Adopting these strategies will help your organization navigate organizational change more smoothly and achieve sustainable success.

Headshot of Mike Hordes
Mark Hordes

Mark Hordes is the Vice President, Organizational Performance Improvement & Change Management Lead for the Americas with Molten-Group. He is the co-author of S-Business: Reinventing the Services OrganizationMark won the Houston Business Journal’s 2014 Award, “Who’s Who in Energy.” He is an alumnus of the American Graduate School of International Management, “Thunderbird.” He holds an undergraduate degree from the University of Houston and an MBA and MS in Organizational Behavior from Aurora University.

For more information, visit Sia Partners and connect with Mark on LinkedIn.

Recommended Webinar
Creating Change Management Capability: Experience Success

Join our change management webinar and learn the essential steps and critical success factors to make your change initiatives succeed and endure.

HRDQ-U Webinar | Creating Change Management Capability
More HRDQ-U Blog Posts

Why don’t most people enjoy diversity training?

Human Resources: Then and Now
We read so much about putting the “human” back in Human Resources.

Related Topics
Career development
Career Development
Business coaching webinar
Creativity and innovation skills training
Creativity and Innovation
Webinar customer service
Customer Service
Creating Organizational Change Management Capability
Decision Making
Diversity and inclusion webinars
Diversity and Inclusion
Creating Organizational Change Management Capability
PM webinars
Project Management
Log In