Role Of Change Management In Digital Transformation Training Ppt

Slide 1

This slide depicts information about change management in the context of digital transformation. It emphasizes that change management is the effective and efficient implementation of changes to technology, procedures, and even company goals at the individual, organizational, and enterprise levels. It also provides examples of organizational changes.

Slide 2

This slide illustrates the reasons for resistance to change when implementing change management. It also discusses the internal and external forces that contribute to organizational change.

Slide 3

This slide showcases the change management strategies. The strategies include: start from the top, ensuring the change is necessary and desirable, minimizing disruption, promoting communication, recognizing that change is the norm rather than exception. 

Instructor’s Notes: The strategies for change management are:

• Start from the top: Changes that affect the operation aspects of the business will impact the company's culture. As a result, such changes must begin at the top. Leadership's role during times of change is of great importance. For example, research on merger leadership discovered that when leaders took a more active role in change management, the merger process produced a more positive work environment
• Ensuring the change is necessary and desirable: If an organization lacks a solid strategy in place, introducing too much too soon can often be a massive problem down the road. Many digital transformation efforts fail or fall short of expectations. The main reason for this is that decision-makers are not sure of how to approach digital transformation and its impact on their business. Lack of a thorough audit can result in unnecessary solutions for an organization's needs, resulting in additional costs, additional training, and increased unrealistic expectations
• Minimize disruption: Employees transferred to a different position may become enraged, confused, or wonder what went wrong with the previous structure. In both cases, the result is lower morale, unsatisfactory performance, and a brain drain as your best performers flee. Disruption in the workplace can be reduced by:
  • Preparing for some disruption and communicating as soon as possible
  • Creating a culture that encourages change or transformation
  • Giving employees the resources and training they need to adapt to changes
• Promote communication: Communication appears to be one of the underlying factors determining the success or failure of a transition or transformation during organizational change. Effective communication lets everyone on the same page and ensures that those who will bear the brunt of these changes are safe
• Recognize that change is the norm rather than exception: Technology, markets, consumer preferences, and even environmental conditions all rise and fall in the blink of an eye in today's world. Businesses must not only transform their operations to keep up with their customers, they must anticipate change and be prepared to deal with it when it occurs