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Glimpse at an old photo of yourself and it’s easy to see that time marches on, whether you like it or not. And you only need to look at your bellbottoms or big hair in that picture to realize that change can be a very good thing. Yet, it’s human nature to be reluctant to change. For many individuals, “sameness” translates into comfort and security. It’s this same urge to fear and resist transformation that causes many change management projects to fail.
Keeping Up with the Pace of Change
In today’s digital era, the pace of change is accelerating faster than ever. Like companies in the private sector, government organizations also must evolve to drive successful outcomes—and that requires more than just replacing outdated, legacy technology. Disconnects, setbacks and frustration are common during times of transformation. So, it’s important to implement change management agency-wide, to prepare, equip and support individuals who will adopt the change.
Establish the Vision
Digital transformation is driven by establishing goals and making changes that meet citizen needs. It requires strong leadership, dedicated resources, and employee engagement and participation. Even agencies that require little assistance or guidance to deploy a new technology need change management. This begins with establishing a vision or clear understanding of the goals and outcomes desired from the change.
Mid-level managers often lead change management efforts. However, in times of change, individuals look to leadership for answers and direction. Executive support and guidance are essential, along with a roadmap that drives leadership-team alignment.
Change doesn’t happen in one fell swoop; it’s a process that must be tracked and measured to determine its ongoing success. This begins with clearly identifying the indicators to monitor that will prove the success of the change initiative.
Change is about shaping a new culture. Resistance to this new culture is a form of self-defense that derives from fear or emotional attachment to something old and familiar. To get buy-in, individuals first need to understand what’s in it for them. Then they require consistent, ongoing support throughout the transition.
Change in a government organization is not just another thing to be accomplished. It must be carefully woven into goals, actions, processes, and communication. Breaking old habits and moving to new technology and processes is never a simple task. However, a transformation is easier to deal with when there is a change management program in place. At Genesys, we’re focused on helping you achieve your desired outcomes and offer three levels of awareness and guidance to enable your change management success. Learn more about Genesys PureSuccess offers.
The State of Change Management in Government
To better understand change management initiatives in government, Genesys partnered with GovLoop and surveyed 312 public sector employees. The following infographic explores the results of the survey and uncovers the effectiveness of a solid change management program.
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