Expertise

Change

Change. It's not always easy, and sometimes quite exciting. So, how do you handle it well? How do you get everyone on the same page?

Ian van Deijck

Change Consultant

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Change management

We approach every change from an integral perspective. This means we don’t just look for a technological solution, but also consider the impact of the change on the organization. After all, an application is only one part of the change. In short, we look at all aspects of change and ensure a smooth transition.

Why change management?

Perhaps you will soon start implementing a new ERP system or the HR department will start working with a new tool. That change causes your company to grow and innovate. But this change also affects other departments and processes, the so-called ripple effect. Consider the IT department that needs to make sure the new tool communicates seamlessly with other systems, or the finance department that may have to deal with budget shifts. So with any change, it is important to look at the entire chain and pay attention to how the change affects users.

A structured framework

To implement change well, it is important to define your goals. But also to understand the scope of the change. To steer the change process in the right direction, we use an integral methodology. This includes three aspects that are more or less relevant in every change, depending on the objectives and scope of the change:

People: Guiding individual employees in the change. We do this with, among other things, training and clear communication.
Process: Every successful change requires a different way of working in the organization. New business processes must make the organization more efficient and effective.
Platform: New business processes and new ways of working are not only supported, but often also driven by IT applications. Here the IT costs should be proportional to the importance of IT in business operations.

By approaching the project from these 3 Ps, you ensure that people’s involvement in the change is central. We do this by spreading more awareness and explaining the need for the change, followed by awakening desire to embrace the change. Then we provide more knowledge through training, so that everyone understands the new way of working. This creates the ability to effectively implement the change. Finally, reinforcement is applied to ensure acceptance and compliance with the change.