Why Change Management Gets Cut & How to Compensate

Technology implementation firms often include change management in their statements of work with nebulous, hand-wavy language, which is also the reason why it’s the first thing on the chopping block when a change order increases scope for functionality.

The irony is that change management is needed more than ever for projects like this, and it should start prior to signing a vendor’s statement of work.

Change management should align to the initiative’s timeline and its scope grows similarly to how we as humans evolve: in early years, we grow and expand rapidly; then, we stay the same for a long time; and finally, we wind down and stop.

Whether it’s purely a change to business process or a larger initiative that is switching process and technology, you need more than one change management framework.

Why? Because there are people involved.

Process changes require behavioral changes by those that are interacting with the process, and the change of the process itself requires alignment to the organization’s strategy with leadership driving momentum.

That alone has three different change management frameworks that should be applied.

Without diving deeply into specific frameworks, each touches on these points:

• Aligning change to a greater purpose

• Identifying and empowering leaders to drive change

• Establishing phases for the change to occur

• Managing change at the individual level

• Allowing for continuous feedback and adjustment

As you embark on a new project, use that list above to ensure that you’re discussing the high level topics; then, you can define a suitable approach using the right mix of frameworks.

TLDR: You’re on the hook for knowing about and practicing change management. Use the list above to start the discussion with your stakeholders.