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There are several platforms on the internet that claim to simplify organizational change management. “Make change management easy,” one says. “Streamline change management,” says another. But in reality, these platforms only simplify training, not change management.
An experienced change management consultant understands that organizational change management is more than just training. But what about those who aren’t experts? They’re being misled by these claims, as these tools are not offering a complete solution. If an organization only employs training as a change management project, they’re missing an opportunity to introduce long-term, sustainable change.
The Practical Applications of Engagement Platforms
That said, these engagement platforms do excel at the training aspect. They engage users and offer analytics on usability. They’re also easy to maintain, and they offer guidance directly in the application, walking the end-user through processes and offering tips on how to complete them. As a training method, they’re ground-breaking. As a change management method they’re incomplete.
True Organizational Change Brings a Human Touch to the Entire Process
A robust and effective change management plan involves understanding the organizational change that’s occurring, the people affected by that change and the methods for implementing it. A software program doesn’t have those capabilities. It can’t conduct interviews with those affected by change, and it can’t see the anxiety in the payroll manager’s face as she wonders what that change will mean for her team.
What Engagement Platforms Can and Can’t Do
What a platform can do is analyze how many people are using training. But it can’t approach a manager whose employees have not completed the training, nor can it understand why the group is resistant to organizational change. And finally, it can’t develop and execute a strategy for overcoming resistance.
Change management is a careful, well-planned and expertly executed service that leads an organization through a transition, from beginning to end. Organizational change management should include cultural assessments, stakeholder analyses, readiness assessments, impact assessments, and a transition and sustainability plan. It employs training and communications to engage end-users, and it uses a multi-faceted approach to create long-term solutions.
Organizations owe it to all of their team members to go beyond training and employ a comprehensive change management plan.