For associations and nonprofit organizations, implementing new technology systems requires a robust change management strategy to ensure a seamless transition and enhance user adoption.
Often, during system implementations, the emphasis tends to be placed disproportionately on the technical aspects — such as configuring software, migrating data, and testing functionalities. However, the human aspect of change is equally vital.
Effective organizational change management helps you proactively address the impacts on staff processes, roles, policies, and organizational culture.
A frequent oversight is the reliance solely on the software vendor for managing the change process. While vendors provide valuable product-specific expertise, their role is generally confined to essential project tasks like business analysis and system configuration. Managing comprehensive change without dedicated resources is a common risk that can jeopardize even the most meticulously planned implementations.
[Related: 9 Tips and Tools for Successful Technology-Focused Project Management]
How To Implement Effective Change Management
So, what constitutes effective change management? It involves a comprehensive approach that includes redesigning business processes, implementing role-based training, adjusting organizational policies to align with industry standards, and more.
Key activities for successful change management include:
- Evaluating and addressing the impact of system changes on daily operations.
- Redesigning procedures to maximize the benefits of the new technology.
- Developing customized training programs with ongoing support for users.
- Updating policies to leverage the full capabilities of the new system.
- Identifying opportunities to enhance member value through new functionalities.
- Ensuring open and effective communication between project teams and leadership.
- Balancing the demands of staff’s daily responsibilities with the strategic goals of the implementation.
To manage these activities effectively, maintain a clear plan to document and address changes. Initiate a central repository at the start of the project to log any changes in processes, communications, or behaviors necessitated by the new technology.
Regularly review and update this log to define management strategies and allocate necessary resources. Assign responsibilities to designated change champions who will ensure that new processes are implemented and communicated effectively to all stakeholders.
[Related: Association Management Systems (AMS): Benefits and Options]
Why a Strategic Change Management Approach Matters
By adopting a strategic approach to change management, organizations can alleviate apprehensions about new systems and foster user adoption and proficiency post-launch. This attention to the “soft side” of project management is crucial for maximizing the benefits of your technology investment.
Successful technology projects demand equal focus on both technical execution and human-centric change management. With a well-crafted change management plan, your organization is better equipped to achieve a successful transition and long-term benefits.
[Related: Data Governance 101: The Basics of Creating Your Association’s Data Policies and Procedures]
Contact Dennison & Associates for Specialized Change Management
At Dennison & Associates, we specialize in creating and implementing change management plans that address both the technological and human aspects of change.
Don’t navigate this complex process alone. Visit us at www.dennison-associates.com to learn more about how we can help your organization thrive through effective change management.
Let’s make your next technology project a resounding success together!
