Are you implementing a change project, or are you implementing organizational change?
It’s an important distinction that may impact the success of your initiative. For example:
Are you implementing a process improvement methodology, or are you creating a continuous improvement culture?
Are you implementing a product innovation, or are you fostering an entrepreneurial spirit?
Are you implementing a Balanced Scorecard, or are you developing accountable employees who are committed and aligned to strategy?
Are you implementing an MRP/CRM/KM (or whatever) system, or are you building an organization that makes data-based decisions with one collective truth?
Change projects are about behavior, process, or technology adoption. Organizational change is about people working together to reinforce that change. Organizational change lays the foundation to implement similar projects down the road.
Organizational change is harder, because it often means changing habits, and the invisible ways people influence each other. Organizational change may also be necessary if you don’t want things to go back to the old way once the project is over.
If your change project is stuck or meeting invisible resistance, it may be because you need to change the organization too.
Are you implementing a change project, or are you implementing organizational change?
The Four Stages of Change Management