Change management is essential for the survival of companies, but 70% of organizational change initiatives fail. The challenges often lie in the attitude and behavior of employees and managers, rather than in structural or technical aspects. Solarphc and DolEvents focus on addressing the underlying factors of change, such as culture, dynamics, engagement and resistance, to ensure successful change management.
Why is change complex?
Resistance to change arises from a variety of factors, including lack of awareness, fear, and lack of visible support or commitment. Overcoming resistance requires addressing these factors, managing rumor or misinformation, and engaging employees effectively.
Approach to Change:
There are two approaches to change: the traditional planned change (left-hand approach) and the more popular continuous change (right-hand approach). The traditional approach focuses on analyzing, designing and implementing change, while the continuous approach emphasizes continuous development and dialogue to create meaning and engagement.
Upstream and Undercurrent:
In the “upper stream” clear change plans and responsibilities are established, while the “undercurrent” focuses on the less visible aspects of change, such as culture, dynamics, involvement and resistance. Finding a balance between the two is essential for the successful and lasting implementation of change.
Vision on change management:
We emphasize relationship building, focusing on common interests and reading the situation to understand and manage emotions. They emphasize the importance of flexibility, setting clear goals, creating urgency, gaining commitment and identifying influential people within the organization.
Roles in the change process:
DOL Events identifies several key roles in the change process, including the client (management), owner (managers), change manager, project team members and other stakeholders. They also introduce the role of undercurrent custodian or relationship broker to ensure stakeholder engagement and meet change-related needs.
ADKAR change management model:
The ADKAR model focuses on helping employees process and accept change. ADKAR stands for Awareness (raising awareness), Desire (desire), Knowledge (knowledge), Ability (skill) and Reinforcement (strengthening). We apply the ADKAR model in our engaging events.
Onboarding new Employees