How does change management work? And what is covered by change management?

Effective change management guides employees in embracing a new way of working. At Valid, we have therefore developed the so-called "Valid Change Spiral. This is based on the human-centered ADKAR model and consists of three phases: Prepare, Manage and Sustain.

The AKDAR model

The AKDAR model is at the core of our approach and describes five essential steps for individual change:

• Awareness - Awareness of the need for change.
• Desire - Willingness to support the change.
• Knowledge - Understanding how the change can be implemented.
• Ability - The ability to apply new skills and behaviors.
• Reinforcement - Reinforcement to sustain the change.

Phase 1: Prepare

With a clear success definition and concrete change goals, together we map the impact of the change, including key stakeholders such as sponsors, managers and ambassadors. We analyze resistance and change readiness, after which we develop a strategy to effectively include everyone in the change process. Together we ensure successful implementation.

Phase 2: Manage

With the direction set, change, communication and training plans are implemented to smoothly guide employees through the change process (ADKAR). A change manager works with internal change agents on communication, coaching and weather state management. By monitoring progress, plans are flexibly adjusted for optimal results and successful change implementation.

Phase 3: Sustain

In this final phase, we evaluate the results and integrate the change into daily practice. This is how we ensure that the organization remains agile for future challenges. Change only becomes successful when the new behavior is the "new normal.

The benefits of change management

Successful change requires a thoughtful approach. Good guidance is crucial in this regard. Some of the benefits of change management are:

• Increased chance of success: A well-managed change process increases the likelihood of successful change implementation.
• Reduced resistance: Clear communication and commitment reduces resistance to change.
• Reducing risks and costs: A structured approach helps reduce risks and costs of failed change. 
• Accelerated acceptance: Changes are more quickly accepted and integrated within the organization.
• Developing an adaptive culture: It encourages an agile organizational culture that embraces continuous improvement and innovation.
• Strengthened engagement: Employees feel better prepared and more involved, which makes for a smoother transition.

The challenges of change management

While change management has a lot of benefits, it can also present some challenges:

• Employee resistance: Managing organizational change can be challenging. Not everyone is immediately open to it; this can cause delays.
• High cost: Implementing change can take time and money, especially for large-scale projects.
• Risk of failure: Without a good plan or proper communication, changes can be ineffective or even counterproductive.
• Stress and uncertainty: Changes can cause stress, especially if there is uncertainty about the impact on employees.