What Are the Benefits of Change Management?

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With the rate of evolution and ongoing competitiveness that characterize the modern world of business, the ability of organizations to adapt their offerings and internal operations has taken on a new level of importance. Technology and communication are always moving forwards, and customer expectations are in a constant state of flux. To survive and thrive, businesses must be prepared to facilitate changes to the way they do things – not that this is becoming any easier.

To make the most of a change or transformation initiative, a business must be prepared to follow a well-structured process, utilizing familiar tools and techniques not only to implement the change itself but also to prepare the rest of the organization. Indeed, communicating with the humans who will be involved in or impacted by any proposed changes is essential for removing potential obstacles and optimizing the resulting benefits.

The APMG Change Management framework was designed by transformation specialists to clarify and facilitate the process of organizational change management. It provides a structured and demonstrably effective approach to planning and advocating for change while also ensuring that it goes off with minimal opposition or disruption. This translates directly into improving the resulting ROIs of change initiatives, as well as the satisfaction of customers and clients.

So, what exactly are the benefits of transformation management according to the APMG Change Management methodology?

What kind of benefits does the Change Management framework offer?

A clear framework based on best practices

When it comes to change or project management, familiarity with your process is key. Gaining experience with a proven set of best practices will drastically improve a change manager’s abilities, as well as the benefits they can offer to their business. That being said, these practices must also be based on genuine insight to be truly effective.

The APMG Change Management certification syllabus was created alongside the Change Management Institute (CMI) and is based on the Change Management Body of Knowledge (CMBoK). In layman’s terms, this means that the framework itself is built on decades of experience from practitioners intimately familiar with the change management process and how it is continuing to evolve.

When comparing transformation management models and certificate programs, very few have the same pedigree on offer as the APMG Change Management framework.

Minimize risks and disruption

With limited support or direction, transformation projects will often experience limited results and severe wastage. At the same time, managers cannot simply force changes through, as this can be highly disruptive for daily tasks and even other key projects.

It is important to realize that the APMG framework is designed to adapt and fit into specific business environments, strategies, and so on. It could accurately be described as a blueprint for businesses to create their own bespoke frameworks for managing change according to their own priorities and concerns.

By creating and implementing these frameworks, Change Management practitioners are able to foresee and prepare for potential risks. This, in turn, helps them avoid significant delays and expenses.

Optimize clarity, efficiency, and consistency

The advantage of following a set framework is the clarity it provides in terms of direction, use of resources, planning, and so on. Change Management practitioners have the insight to plan for and accommodate the myriad elements of a transformation initiative in advance, including potential roadblocks, the responsibilities of specific roles, what departments and stakeholders must be taken into account, and so on. 

Following such a set process is highly efficient in terms of time and expenditure. It greatly cuts the time between initiation and implementation while also removing a significant amount of wastage. Practitioners who utilize the Change Management framework for multiple projects at the same company will also benefit from dealing with identical elements consistently, as well as workplace cultures that have become increasingly familiar with and supportive of change.

Enhance communication and morale

Communication has always been a key element of clarity. Teams must be aware of each other’s roles and responsibilities for the sake of collaboration, and they must also have a clear process in place for making their needs understood.

As you might imagine, this also makes communication a huge part of change management. Change management teams will spend time creating communication plans and preparing others for implementation while also giving other departments and stakeholders a way to express their concerns and ask any relevant questions. This can be particularly important during the planning stage, as change managers can benefit significantly from having increased knowledge and perspective regarding different interests and priorities early on.

All of this can also have an extremely positive effect on morale. With less stress and frustration over having to accommodate changes to well-entrenched practices, employees will find the process much less painful. Opening communication between teams and departments can also have a positive knock-on effect, especially where future projects and goals are concerned. 

Align change with business strategy

One of the most crucial points of focus for change managers is to transform practices, beliefs, and other business elements so that they are more aligned with and supportive of corporate goals. Often, this requires a certain level of clarity and perspective to help teams and departments see how they fit into the big picture.

Change Management practitioners are experts on arguing the merits of proposed transformation projects in terms of large scale business goals and ROIs. They understand how different stakeholders and departments operate and are able to break down silos to make sure everyone understands the value and necessity of proposed changes. With this level of clarity, those impacted by transformation will be more proactive in accommodating them and enjoying the resulting benefits.

Gain a competitive edge

Opportunities for positive organizational change come around more often than you would think, and while consistency is often the key to success, failing to take advantage when it counts can quickly leave a business trailing behind. This can be in terms of incorporating new technology or management frameworks, entering new markets, or even simply realigning internal processes with the priorities of upper management.

As we said earlier, the Change Management syllabus can be seen as a blueprint for creating reusable bespoke transformation frameworks. Part of this requires ensuring teams have a set process for advocating change, predicting and inquiring about the needs of different departments and stakeholders, creating effective change plans, and so on. It also requires the creation of workplace cultures where those set to be affected are ready to take the initiative in facilitating the process of transformation.

With complete transparency as far as the process and benefits of change are concerned, as well as proven practices for creating support, Change Management practitioners can drastically cut down on the time required to take advantage of new opportunities. This is true even for large scale changes, giving companies a significant advantage in maintaining their competitive edge.

Stay within budget

Making any kind of change to an organization can be expensive, and not just in terms of spending. Rushed or poorly managed transformation projects can easily disrupt daily levels of productivity and efficiency as teams struggle to transition.

The APMG Change Management syllabus provides a set process for establishing a reasonable change budget. This includes how to create cost estimates for different stages and address potential financial concerns. With the level of transparency and control offered by the framework, it also makes it far easier for change management teams to keep control over transformation project costs.

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Philip is a content writer with experience across multiple industries, including gaming, home improvement, and now e-learning. He graduated from the London School of Economics with a BA in History before taking on various odd jobs and volunteer writing positions, but soon broke into professional writing as a retail journalist. Now focusing on content writing, Philip is a tireless enemy of cliched corporate jargon. He believes that marketing content should be clear, concise and relevant to readers. Rather than assuming that customers know all about your solution, it is up to you to identify with their problem and offer something that will really get their attention. As such, he strives to understand the real-world applications of Good e-Learning’s product portfolio so that it can be explained in a way that is both coherent and down to earth. If you cannot understand what you are selling, you won’t get far! In his spare time, Philip enjoys watching movies, gaming and writing with friends.