This ever-growing portfolio of transformation needs change professionals to keep adding capabilities to their toolbox, developing deeper intervention practice and broader approaches to engage in these new and exciting spaces. I do not use the word exciting lightly. I think that we are in exciting times for change, but this means that the way many people successfully deliver also needs to evolve.
There was a time when the primary focus of change management practice was rooted activities surrounding technology implementations. Times have changed. The focus for change support has broadened with an increase in activity for culture shifts, strategy development, organizational design, and workspace reorganization, to name but a few new spaces of change.
It has been many years since I did a technology implementation, but I speak to many in the change community who are still primarily doing this work. It concerns me that the desired approach of their organizations is a template driven project managed change management. This style doesn’t create a good fit for the change but rather forces a fit to an approach. I know many of these practitioners are frustrated by the confines this expectation places on them. There is a time and place for document driven change, but its not the panacea to all change. These practitioners want to give so much more than a few documents inside a project delivery. When you work in supporting people’s responses to the new, different, and strange, you want to have meaningful engagement with them that delivers solutions to their pain points. This means expanding the offerings you give to meet the greater needs and expectations being placed.
It was approximately 4 years ago that I was at a change management conference and I said organizational design is part of change management. I pushed for someone to come up with a case study or paper at the following year’s conference, I think I even offered to buy them a drink if they did. However, it did not happen, and I am still to see an organizational design reflection at a change conference. I have taken an organizational design journey of discovery these past few years. Adding to my existing knowledge and bringing myself up to date with current practice and approaches in the organizational design space; I found the commonality is significant. The activities needed for organizational design is definitely overlapping and complimentary to change management and no more or less than I see with project management or organization development. I do strongly believe that change professionals need to add the organizational design skillset within their portfolio to better meet the needs of their clients or leadership expectations. There is no gain to be had in helping to implement a change with the confines of a badly shaped organization.
I have been a coach for many years and have been utilising the skills throughout my change engagements. I truly find that taking a coaching approach helps me to build trust, find the true cause of responses and understand the needs of anyone experiencing change. In the past couple of years, I’ve seen more connection between coaching practice and change delivery, but its still evolving. I recommend that coaching skills are developed for every practitioner to understand their communications style, language choices and engagement techniques. Coaching is often seen as a 1-1 arrangement, but every organization is made up of individuals and the best way to change an organization is to change the individual’s relationship with that organization.
I am fascinated to see how other disciplines and areas of practice influence the future of change delivery in the coming years. I’m intrigued by the potential for ergonomics and physiotherapy are going to influence the how we approach changing workspaces, particularly given the impact of Covid-19. I am excited to see the evolution of Agile and agile within change, the links to process improvement practices and continued connect to the learning and development space. Neuroscience and psychology have long played a part in explaining change responses, but now we seem them being flipped to work on supporting others through the change. There are more than just these area that can connect to change management, but these are just the few that come to front of mind.
If you are interested in learning with me to gain deeper skills in change delivery, organizational design and coaching for change I have a number of advanced courses coming up.
The Certified Change Leader includes agile, strategy, culture and more – read more here: https://capillarylearning.com/qualifications/certified-change-leader-ccl/
Understanding Organizational Design provides a foundation in the practice and good examples to gain the fundamentals – read more here: https://capillarylearning.com/workshops/understanding-organizational-design/
The Delivering Organizational Design Program guides you through the practical requirements with assessment tools, formulating plans and real time activities to practice – read more here: https://capillarylearning.com/workshops/delivering-organizational-design/
Developing Coaching Skills for Change is a robust workshop that helps align change and coaching practice with an easy to follow approach and plenty of opportunity to practice – read more here: https://capillarylearning.com/workshops/developing-coaching-skills-for-change/
Hello Rich, I have generated an OD approach with change and have written about this in my book “Leading People in Change:A practical guide” which will be published in February 2021 and have delivered webinars on this approach. Happy to share if you want to meet up?
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