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A global consulting firm found itself at a crossroads. Tasked with a massive organisational overhaul for a client, they were challenged to coordinate change across multiple continents. With stakeholders ranging from C-suite executives to frontline staff, the traditional methods of change management—spreadsheets, emails, and in-person meetings—were too slow and cumbersome. Recognising this, the firm decided to digitise their entire change management approach. By implementing a centralised digital platform, they not only improved communication but reduced project time by 30%, leading to a successful transformation. This success story is a prime example of how digitisation can revolutionise the efficiency, reach and scaling of change management.
Despite the clear game-changing benefits of change management processes being digitised (while still keeping engagement and people at the centre of change management efforts), many change and transformation consultants still shy away from adopting these new ways of working. Ironically, those who manage change and innovation are sometimes the last to adopt it for themselves. The result? Missed opportunities to streamline their workflows and improve change success rates. The slow adoption of technology within the consulting space is a significant barrier to unlocking greater potential in change management.
Digitisation can offer a consolidated view of change impacts across a portfolio of organisational changes. This increased visibility allows change managers to integrate and align change management efforts impacting the same people. With everything in one place, it’s easier to spot risks, dependencies, points of change collision, and areas requiring additional support, ensuring nothing falls through the cracks.
2. Proactive Resistance Management
Digital tools allow for early identification of resistance at both the individual and group levels. With data-driven insights, change managers can pin-point where there are leaders not aligned to the change or people who don’t feel prepared for the change. These insights can be used for targeted interventions to mitigate sources of resistance, before they become significant roadblocks. This proactive approach to reducing resistance can move people to buy-in to the benefits of the change.
3. Reusable Data & Collaboration
Technology enables the reuse of data like employee databases and impact analyses, freeing up time for change managers to focus on strategy and engagement. Collaborative platforms enhance transparency, allowing stakeholders at all levels to engage in real-time communication, feedback, data and insights. A centralised change management platform can also foster collaboration, where SMEs, practitioners, business analysts, change champions and workstream leads can provide input into change impacts.
4. Data-Driven Decision Making
Digitised change management platforms can generate custom dashboards that track key performance indicators like adoption rates, communication effectiveness, and benefits realisation. By visualising this data, leaders and change managers can make informed decisions around the sequencing and prioritisation of organisational changes, and adjust strategies dynamically. This ability to measure and react in real-time ensures that changes are implemented effectively, with tangible results visible to leadership and stakeholders alike. Change is a people thing, but it’s also a SCIENCE thing! And data can help back this up and realise the benefits of change.
In a world where agility is no longer a luxury but a necessity, adopting a digital-first approach to change management is essential. Our Change Management Software offers tools and insights you need to consolidate, centralise and simplify the complexities of change management. Ready to move beyond outdated methods and embrace the future of change? Let us help you streamline your change management process, enhance visibility, and ensure the success of your next change initiative. It’s time to change how we manage change—hand-in-hand with digitisation.
