Change is a complex process that requires careful planning and execution. In Prosci's ADKAR model, the five basic components for successful change are awareness, desire, knowledge, capacity and reinforcement. These five levers are essential for people to progress through the ADKAR model and process. In addition to the ADKAR model, there are five pillars of sustainable change that organizations must consider when implementing change: leadership, strategy, culture, structure and systems.
Each of these pillars plays an important role in making change successful in any organization. Leadership is the foundation of any successful change initiative. Leaders must be able to articulate the purpose of the change and provide clear direction on how to achieve it. They must also be able to motivate their teams and create a culture of trust and collaboration.
Strategy is the roadmap for achieving the desired outcome. It should include a plan for how to implement the change, as well as a timeline for when it should be completed. It should also include a plan for monitoring progress and evaluating success. Culture is the set of values and beliefs that guide an organization's behavior.
It is important to ensure that the culture supports the desired change and that employees understand how their actions will contribute to its success. Structure refers to the organizational design that will enable the change to take place. It should include roles and responsibilities, decision-making processes, communication channels, and other elements that will help ensure that the change is implemented effectively. Systems refer to the technology and processes that will be used to support the change.
This includes software systems, databases, workflow processes, and other tools that will enable employees to work more efficiently and effectively. By taking these steps, organizations can ensure that their process improvement efforts lead to sustainable organizational change. Preparing an organization and its staff is critical, and the ERP change management process must begin with the development of purpose-oriented communication and change management strategies, long before the software is implemented. Organizations must take a holistic approach to sustainable change, taking into account all aspects of their businesses and operations. Plan to conduct an audit approximately one year after implementation to assess additional aspects that may need to be addressed, including additional training needs. Starting with the implementation, management should routinely ask employees for feedback on how their teams are using the new system, including how additional efficiencies could be achieved. The work of managing change in the ERP never really ends.
Follow these steps on an ongoing basis to ensure that your ERP implementation takes root and achieves the successes you set out to achieve. In addition, Prosci's comparative studies on best practices in change management consistently show that projects that implement effective change management are six times more likely to meet project objectives. Change is difficult, but implementing a sustainable change management strategy can help your company achieve long-term results. By taking these steps, organizations can ensure that their process improvement efforts lead to sustainable organizational change.