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Yes, we can change: Change management, which steps do you take?

Change management requires a solid approach that meets the needs of your business and is beneficial to all stakeholders. In other words: every change process should be tailor-made. That’s why we develop three plans: a communication, learning and sponsorship plan.

Change is good, but how do you get started? The first thing you should know is that the change process is different in every organisation. Don’t be misled by the change policy of another company; the grass isn’t greener on the other side. Instead, it’s better to go for a personal approach – which is exactly what our Learning Consultants can do for you. But how do we handle this? To avoid resistance during the change process, we’ll guide your end users through each phase of the ADKAR model (Awareness, Desire, Knowledge, Ability, and Reinforcement) with the help of three plans that can be fully adapted to the needs of your colleagues.

1. Communication

Keep your end users informed

When you choose to migrate to Office 365, for example, you’ll need to communicate about this clearly and thoroughly, because every change requires open and clear communication. Still, keep in mind that communication means more than sending out a few mailings or newsletters. Have you considered who receives your e-mails during a change process? That’s right: your colleagues. But every colleague is different and everyone has their own tasks within the company, which means each colleague will use Office 365 differently.

That’s why we always ask who you’re communicating with first, after which we’ll map out the target audience accordingly. As soon as we have a clear overview of the situation, we can customize the message, communication tools and content. We’ll write down all actions in a communication plan, such as:

  • Launching teaser campaigns (Awareness)
  • Sending out ‘What’s in it for me?’ messages (Desire)
  • Practical e-mails about the migration (Knowledge) 
  • Organising incentives (Reinforcement)

2. Learning

Give your end users the knowledge they need

Are your end users up to speed with every step of the change process? That’s great, but there’s more to it. Another important pillar of your project is training, training and more training. That’s why our consultants don’t just develop a communication plan, but also a learning plan in which they map out all types of learning that fit your situation. This could include anything from class courses to e-learnings, such as:

  • Organising Inspire sessions (Desire)
  • Organising Use Case sessions (Knowledge)
  • Planning support by our Digital Coaches and the online video platform OASE (Ability)

3. Sponsorship

Let your end users embrace change by supporting them throughout the process

Did you know that employees are quicker to embrace change if their colleagues do the same? And by that, we don’t just mean team members – managers also play a crucial role to make your change process a success. Giving them an active role is an important key to success.

Let’s be honest: if your colleagues don’t feel like their own manager supports the imminent changes, why would they? It’s crucial to create and mobilise the right sponsorship network within your organisation, so that these sponsors can motivate your colleagues in turn. To achieve this, our consultants will set up a special sponsorship plan with a clear purpose: investing in the change project through as many people and channels as possible, such as...

  • Organising ‘All Employee’ meetings (Awareness)
  • Developing a Leadership programme (Desire)
  • Publishing testimonials (Reinforcement)

Are you considering change and curious to know what Xylos could do for you?  Be sure to check out our offer. Want to know more about the ADKAR model? Just read our blog post ‘Yes, we can change: Quick tips to handle resistance against change’.

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