All projects include some form of change management. The questions are, who will do it, and how well will it get done?
“Change management” means many things to many people. In some technical circles, it refers to a predictable and manageable process to control adjustments to a system or product. To program or project managers, it is used synonymously with project management disciplines and routines. To organizational effectiveness experts, it means defining and driving behavioral changes to individuals, groups of individuals, and entire organizations. As change agents for our clients, we can address change across the spectrum of these definitions.
The goal of our organizational change management practice is to modify behavior for specified target groups. Much like people tend to handle changes to their environment in similar ways, organizations also respond to change in predictable patterns. Given such predictability, a systemic approach to change can serve as a vital map to navigate most organizational transitions, both large and small.
Our change management methodology, founded on years of practitioner experience in applying both successful interventions and lessons learned, consists of four unique and cumulative (and often iterative) phases of work. While it is intended to fit together sequentially to manage transitions and build long-term change capability for clients, we may also look at each phase independently for the incremental value each step provides.
Whether it's for system implementations, merger integrations, productivity and efficiency plays, or new market or product pursuits, we believe management of the human elements of change is critical to any business transformation. Research consistently shows that organizations without successful change management programs are destined to achieve suboptimal levels of adoption, and thus a lower return on investment.
If the only constant in business today is change, then building strong change management capabilities can truly be a source of competitive differentiation for any organization.
David leads Perficient's Organizational Change Management practice and is an expert in the Prosci change management methodology. He has more than 20 years of experience driving change management programs across a variety of industries.
David recently received his Certified Change Management Practitioner (CCMP) designation, one of the first 250 in the world to receive this certification.