Digital Transformation
Change Management
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Change Enablement
Beyond Change Management
Change management focuses on how to help businesses and organisations embrace, utilise, and adopt change. There are many areas of an organisation that can be impacted by a change. By identifying and managing these aspects we mitigate lengthy adoption due to misalignment, unclear objectives, unresolved issues and lost opportunities. We follow the below basic principles to ensure successful Change Management:
Change management is a systemic approach to ensuring that the impact on all business systems, processes and people are included and aligned during the implementation process.
GREAT TECHNOLOGY NEEDS SUCCESSFUL
CHANGE MANAGEMENT TO
REALISE VALUE
DRIVE SUCCESS WITH
CHANGE
MANAGEMENT
Adopting an open-source change
management strategy can help you
increase the probability of change
success by up to
Source: Gartner
DVT'S DEVELOPMENT
CAPABILITIES
21+
Development Frameworks
600+
IT Professionals
500+
Projects Completed
Change Management Manages Risk & Resistance Through:
Awareness
Prepares business for the change to reduce the risk.
Desire
Identify resistance and with business plans to manage risk.
Ability
Manages resistance and supports business to mitigate the risk.
Knowledge
Enables the change through comms, training, discussions, alignment, user support.
Reinforcement
Drive proficiency and ownership
Change Management Seeks To Improve Project Outcomes In:
Process Changes
System Changes
Job Role Changes
Structure Changes
DVT’s Change Enablement Managers Enabled Clients To:
Quality Of Data By
Implementation With
Of Systems By
Methodologies and approaches
At DVT, we use a hybrid of change methodologies and approaches including Prosci ® who have researched change management best practices for more than 20 years.
Every two years Prosci ® publish their updated research on the ‘Best Practices in Change Management’. The study includes over 8000 global study participants. In response to the question, “what are the greatest contributors to a successful change management initiative?” the results have collectively and consistently pointed to seven straightforward factors that impact the results of a change initiative.
“Organisations who incorporate formalised change management approaches are more likely to exceed project expectations.”
The chart on the right indicates that 93% of change managers, who participated in the 2020 Prosci ® study, with the highest level of change management effectiveness were 6X more likely to exceed project objectives.
Aspects of a Person’s Job You Can Impact:
At DVT we support our change teams with continued growth opportunities to develop their practices through knowledge sharing, training, and hands-on coaching. Our change leads play an active role in supporting teams when delivering to our clients. We promote a systemic approach to change to ensure that all aspects of the impact are analysed and managed.
Location
Processes
Systems
Tools
Job Roles
Critical Behaviours
Mindsets
Reporting Structure
Performance Reviews
Compensation
DVT's Change EnablementAdvantages
Change Enablement Services prioritise user engagement throughout the change process. By involving and engaging users early on, organisations can gather valuable insights and feedback, ensuring that the implemented changes align with user needs and expectations. This user-centric approach increases the likelihood of meeting or even exceeding project objectives as it focuses on delivering solutions that are well-received and embraced by the users.
When Businesses Consider IncorporatingChange Management Processes:
- Experiencing rapid growth and undergoing multiple changes, resulting in fatigue.
- New systems and processes are being implemented to gain competitive advantage.
- Too many changes that are not aligned.
- Major cultural shifts.
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Case Studies
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FAQ's
Digital transformation change management is important because it helps organizations ensure the successful adoption and integration of new technology, processes, and systems. Without effective change management, digital transformation initiatives can be hindered by resistance to change, lack of engagement, and inadequate communication and training.
