Why Do We Need Strong Change Management in
the Way We Look at Remote Work Policies?
A systematic strategy for dealing with the shift or transformation of
corporate goals, fundamental values, procedures, or technology is
known as change management.
Every organizational change management endeavor has the goal of
successfully implementing techniques and tactics for bringing about
change and assisting people in accepting and adapting to it. Change
management and change communication teams have become critical
performance drivers for many firms since organizational changes
occur on a regular basis in agile workplaces.
Although it is frequently referred to as the “soft side of change,”
handling the aspect of a shift is typically the most difficult and crucial
aspect of a company’s transition.
Consider merging or acquiring a company. The technical part of the
transition is nquestionably difficult. You’ll need to work out the
financial specifics of the sale, integrate operational procedures,
decide on the form of the new company, and more. On the other

hand, getting people on board and interested in the merger or an
acquisition might be the competitive differentiator and failing.
Why? Individuals will be obliged to carry out their duties in a different
manner. The extent to which individuals adjust their behavior’s and
embrace new methods has a big influence on the project. That’s why
the soft side of change may sometimes be the harsh side.
Fortunately, by taking a management framework on the people side of
change, you may have a significant effect on overall performance.
People are apprehensive about change.
According to studies, just 38% of individuals enjoy getting out of their
comfort zones. “ Hey This is new and interesting” some folks think
when confronted with a change. Positive emotional reactions, like
contentment and satisfaction, are induced by positive change
interpretations, resulting in increased employee productivity.
The other 62 percent, on the other hand, see the same exact
message and experience anxiety and uneasiness right away. “Oh
brilliant,” they thought. “This change will have an influence on my
professional development,” she says. “Will they let me stay?” or “Will
they let me stay?” or “I’m no longer happening to do what I adore.”
Organizational Change in Three Forms
The following are the three most typical forms of organizational
change:
-Developmental change- It enhances and optimizes previously
existing processes, strategies, and procedures is referred to as
developmental change.
-Transitional change- Mergers and acquisitions, as well as
automation, are examples of transitional change that transfers an
organization from its existing condition to a newer state in order to
address an issue.
-Transformational change- It is when a company’s culture, essential
principles, and operations are substantially altered.

When Change Management Is Necessary, Here Are Some
Examples
Change management is now one of the most significant company
activities as a result of all of the changes that have occurred in the
corporate sector.
The following are some of the most prevalent scenarios in which
change management is required to properly execute changes inside
organizations:
 Putting a new technology into practice
 Acquisitions and mergers
 a shift in leadership
 Organizational culture shift
 During a crisis,
The Human Face of Change
The human side of change is addressed through change
management. If you don’t bring your employees along, creating a new
organization, building new work procedures, and deploying new
technology may never reach their full potential. This is because the
organization’s financial performance is determined by how well its
employees embrace change.
The use of a systematic process and set of tools for guiding the
human side of change to accomplish a desired goal is known as
change management. Finally, change management is concerned with
how to get employees to connect with, embrace, and apply a change
in their daily job.
We understand change management as both a practice and a
competence when we define it.
 The Process of Change Management
The change management enables practitioners inside businesses to
leverage and scale improvement projects that assist afflicted
individuals and groups in transitioning. The Prosci 3-Phase Approach,

which is a powerful, research-based process, is included in the Prosci
Methodology:
We ask and answer the following questions during Phase 1 –
Prepare Approach:
What are we attempting to accomplish?
Who needs to execute their tasks in a new way, and how?
What would it take for you to be successful?
We ask and answer the following questions during Phase 2 –
Manage Change:
What will we do to help people prepare, support, and engage?
How are things going for us?
What changes need to be made?
We also ask and answer the following questions during Phase 3 –
Sustain Outcomes:
So, where are we right now? Is it possible that we’re almost done?
What is required to guarantee that the transformation is sustained?
Who will take responsibility for the outcome and keep it going?
 Management of Change as a Skill
Change management is a leadership capability for allowing change
inside an organization at the organizational level. It’s also a strategic
competency aimed at improving the organization’s change capacity
and responsiveness.
For senior executives, change management competency is being
capable of leading change for the organization, which includes being

a skilled proponent of change and demonstrating personal and
organizational commitment to the change.
Competency pertains to effectively guiding direct reports throughout
their transition journeys for people managers dealing with front-line
workers. Although competency varies depending on your connection
to change, businesses that develop change management abilities
throughout their ranks are more successful and effective.
Change management encompasses more than just communication
and training. It’s also not only about dealing with opposition. To
achieve successful individual and organizational change, strategy
implementation follows a defined approach and leverages a
comprehensive collection of tools.
What Is the Purpose of Change Management?
There are several reasons to use good change management in both
large and small projects. There are three major causes for this:
1. One individual at a time, organizational transformation takes place.
2. It’s expensive to ignore the human side of change.
3. Change management improves the chances of success.
-It’s expensive to ignore the human side of change.
Change management improves the chances of success.
One individual at a time, organizational transformation takes place.
It’s all too comforting to think regarding change just from the
perspective of the company. You could think about financial structure,
data and system integration, and local geography changes when
considering a merger or acquisition. Organizational change, on the
other hand, happens one individual at a time. That’s because Andre,
Becky, Carlos, and Dharma can only make an organization-wide
change if they do their roles differently.
People evolve, not organizations. The cumulative impact of effective
human transformation leads to successful organizational change. An

organizational transformation initiative will fail if employees do not
make adjustments to their day-to-day job.
-It’s expensive to ignore the human side of change.
There are several disadvantages to poorly managing or disregarding
the human aspect of change:
 Productivity drops on a bigger scale than is necessary for a longer
period of time.
 Managers refuse to invest the time or resources required to support
the transformation.
 Attendance in meetings by key stakeholders is low.
 The repercussions of change are beginning to be felt by suppliers.
 Customers are affected negatively by a modification that should have
been imperceptible to them.
 Employee morale begins to deteriorate, and splits between “we” and
“them” form.
 Stress, apprehension, and exhaustion rise.
 Employees that are highly regarded depart the company.
Missed deadlines, financial overruns, rework, and even abandonment
plague projects. These repercussions have a direct influence on the
project’s and organization’s health. Fortunately, by implementing a
disciplined approach to the people’s side of change, you may reduce
these challenges.
-Change management improves your chances of success.
An increasing amount of evidence demonstrates how good change
management affects the likelihood of a project reaching its objectives.
According to Prosci’s Guiding Principles in Change Management
benchmarking research, 93% of participants with great change
management met or surpassed their goals, whereas just 15% of those
with weaker change management did. In other words, initiatives with
outstanding change management were 6 times more likely than those
with bad change management to fulfil their goals. The study’s most
interesting finding is that bad change management is associated with
greater success than implementing no change at all.

According to Prosci’s study, effective change management is linked to
remaining on time and on budget.
Process of Change Management
One of the most extensively utilized techniques to change
management in the world is the Prosci Methodology. Prosci’s offices
on many continents, as well as over 30 global partners, provide
training and support for the technique in every corner of the globe.
Prosci has certified over 100,000 practitioners globally to date.
The Prosci Methodology, together with its accompanying models,
tools, and procedures, is an absolute greatest approach to change
management, based on more than 20 years of study. Let’s look at two
of Prosci Methodology’s primary components: the Prosci ADKAR
Model and the Prosci 3-Phase Process. Both are founded on the
same basic principle:
 A foundation for personal transformation
So, how can we assist this human transformation that leads to
corporate transformation? Most importantly, we employ a systematic
method called the ADKAR Model to assist people through a change
so that they appreciate and absorb it.
This approach involves practitioners, change sponsors, human
resource managers, and others. We may encourage others in their
Awareness of why we’re making the change by joining forces to use
the ADKAR Model, which will help promote their Desire to implement
the switch. We give them expertise on how to adapt and guarantee
that they have the potential to do so. We also provide reinforcement to
ensure that the change is sustained.
 A strategy for implementing organizational transformation
While the ADKAR Model facilitates effective individual transformation,
the Prosci 3-Phase Process gives a framework for accomplishing
organizational change. This method is organized yet flexible, guiding
practitioners through the procedures and activities required to
complete the project or initiative successfully. Within the scope of the

Prosci 3-Phase Process, practitioners employ elements of the Prosci
Methodology, such as the ADKAR Model and PCT Model.
The Prosci 3-Phase Process is divided into three phases, each with
its own set of goals:
Phase 1 – Prepare Approach: Develop a personalized and scalable
change management plan with the appropriate sponsorship and
commitment to posture the change for success.
Phase 2 – Manage Change: Ensure that the change is adopted and
used by developing, executing, and adjusting plans that will guide
individuals and the organization through the ADKAR transition.
Phase 3 – Sustain Outcomes: To maximize the benefit of the change
by ensuring that it is implemented and that the organization is
committed and equipped to maintain it.
Roles in Change Management
The change specialist is similar to a playwright who works behind the
scenes to make it possible for performers to appear on stage. The
practitioner’s duty as a change facilitator is to help establish the
change management strategy and roadmap while also assisting and
educating senior leaders and people managers in their unique,
employee-facing positions.
Employees prefer to get organizational signals about change from
professionals at the top of their organization, according to study. They
also prefer to hear from their direct supervisor about the change’s
influence on their day-to-day job.
The purpose of the practitioner is to assist senior leaders and people
managers to effectively fulfil these and other employee-facing
activities. Whether a project or effort succeeds or fails during times of
transition is determined by the competence of senior executives and
high levels of corporate in these important roles.
How to Initiate and Maintain Successful Change

What can you do to strengthen your ability to lead change? Start
using change management in your projects and develop change
management skills inside your company. These are the first stages in
ensuring that initiatives achieve their goals.
The human aspect of transition is not the easy side; it is the more
difficult side. Putting in the time and effort to handle the people side of
your organization’s efforts pays off in the long run in terms of the
success of your endeavor and the avoidance of the multiple expenses
associated with poorly managed change.
Final Thoughts
Without the commitment and dedication of the leadership team,
change and change management will not emerge or thrive. Make
certain you have it, or form a new team to steer and enact policy.