Managing Change

Change is often hard, but when correctly managed change leads to growth and new opportunities. Realizing this, LSS has a team dedicated to helping the organization through changes. Innovation, Project Coordination, and Decision Support’s (IPCDS) Project Management Office (PMO) is that change agent, charged with providing more process to LSS-approved project and driving those projects to completion.

The PMO builds a structure for managing projects, giving employees working on or leading projects the tools needed to successfully achieve their objectives. The PMO also establishes processes for project execution to ensure that change management is implemented throughout all levels of the organization. This makes sure changes are thoroughly and smoothly implemented and that lasting benefits are achieved. Changes may range from simple shifts in process to major updates in strategy. Regardless of scope, ongoing change management is vital to the health of the organization.

Change does not happen in isolation – it impacts the whole organization. The PMO works to manage change successfully, by considering the personal impact on those affected and their journey toward accepting and supporting the change. Shifts in organizational culture do not happen overnight. It requires a delicate, systematic, and well-planned approach to affect positive change. Depending on the level of ingrained behaviors, it can take years to complete the shift. However, change can begin immediately and results can be realized quickly. 

Change management establishes best practices and improved processes while creating an environment of stronger team dynamics. Employee performance and morale improves when staff understands the change process, sees the benefits of change, and fees support from leadership.

Key steps in change management include:

Sponsorship: Securing active sponsorship for the change at a senior executive level and engaging sponsors to achieve desired results.

Buy-in: Sharing benefits of the change with those who will be involved and affected – either directly or indirectly – to get their buy-in.

Involvement: Involving the right people in the design and implementation of the change to make sure the right change is made.

Impact: Assessing and addressing the anticipated impact of the change.

Communication: Giving advanced notice to everyone who will be affected by the change.

Readiness: Helping people adapt to the change by making sure they have the right information, training, and coaching.

When change management follows a well-planned and managed process, project risks are minimized and response time to issues is greatly reduced; Teams anticipate challenges more easily and respond to them more efficiently. Change management also helps to contain costs and improve the return on investment. With the help of successful change management, LSS will become an organization that thrives on healthy change and is well-equipped to handle day-to-day challenges, implement long-term objectives, and welcome the contributions of all its employees.