Change Management

The key to success of any IT project is to make sure you consider how you’ll be helping your users adapt to and embrace change. After all, the people who will ultimately use your solution need to find value. And if you don’t initiate change correctly, they might never really give your solution a chance. 

That’s the reality.

Identifying possible areas of resistance before you begin is the first step to initiating change successfully. 

By enlisting the expertise of a Hyland Change Management Consultant, you get help implementing a structured OnBase change management framework and then effectively announce that change – step by step.

We help you effectively manage change by following these four best practices:

  1. Make change desirable
    Help employees understand the need for the change by discussing problems with the current system, and soliciting advice in making the change successful. Compile this feedback with statistics and financial data. Design a presentation that promotes the change and share it far and wide.
  2. Provide early and consistent communication
    Internal staff and agents will resist change more when it is sudden and they have little time to adjust. Release information as soon as possible, then roll out the change in increments.
    The key here is to communicate. You don’t want people passing around incorrect information.
  3. Communicate the change on all levels
    Internal staff want to hear messages about change from the CEO and their immediate supervisors. The CEO can communicate the broad impact on the company. Supervisors and managers can provide more detail based on the way the change affects their team members. 
    Our Change Management Consultants help you develop effective communication plans, communication calendars and trackers, key messages, and customised training materials for enterprise-wide communication awareness.
  4. Involve and engage all levels in the organisation
    Invite all stakeholders to the system demo and let them “drive” and navigate the solution with a demo. Another key is to promote feedback by providing a communication vehicle for stakeholders to respond autonomously.

As you can see, communication is the cornerstone of successful change leadership as it engages stakeholders impacted by the change and enables them to become part of the change. With change, we’re all partners, and all we have a vested interest in seeing the project succeed.