In order to stay competitive, companies need to be able to adapt and transform constantly in an ever-changing environment. Digitalisation not only transforms the working world and its processes, but also the organisation behind it. The key issues here are the qualification of the employees and the change of the whole companies’ learning culture. Without proper change management, the acceptance for change in enterprises is missing - which can seriously harm the success of a project.
Change management is necessary, if new structures, strategies or codes of conduct should be implemented. Especially when realizing IT-projects, implementing a learning management system for example, there is a strong need for support. Social systems, like the organisation of an enterprise, cannot be altered spontaneously. Changes must be thoroughly prepared, attended and supported. The change management must be viewed as a continuous process, that steers the cultural change in an organisation from beginning to end. The project management helps to enable a smooth sequence, but that alone is not enough to support the social process, that comes along with the change. At the beginning of the change management process, it is helpful to deploy measures like project marketing, in order to motivate management and staff for the change.
Some factors promote and some factors obstruct the change process significantly. The most important success factors are the participation of the employees, for example in workshops and kick-off meetings, as well as the continuous transfer of information. People have to be taken aboard, inspired and motivated for the change. A honest, timely, continuous communication, that is well adapted to the target group, is crucial for the success.
Often, changes in the organization are received negatively and the topic of learning is sometimes perceived as incriminating.
Insecurity and obstruction evoke resistance. But resistance can also be used in positive ways and demonstrate a healthy reaction in the organization.
Participants show their interest or their consternation at least, so the resistance can be used as an additional source of information. Thus, both managers and change managers gain insight into the needs and wishes of the involved parties.
ILT Solutions supports you in the realization of your projects and the change of your learning culture and advises you in the proper change management steps. We can offer you the following measures:
From project marketing and the creation of acceptance to the organisation of workshops and the implementation of performance support, ILT Solutions takes on responsibility for the success of your project.
Phone: +44 7979 - 70 63 82
ILT Solutions is a consultancy providing personalised blended learning strategies tailored to our clients, focussing on course content that motivates and ensures lasting knowledge transfer – Perfect Blended Learning. Since 1996, ILT Solutions has carried out over 800 successful professional development projects with prestigious companies from the most diverse industries.
How can you make sure that your employees love learning and that taught content is communicated as effectively as possible? ILT Solutions’ blended learning strategy uses a combination of methods tailored to your company and the people who work there, ensuring learners are highly motivated and knowledge is absorbed long-term.
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ILT Solutions Ltd.
Phone: +44 7979 - 70 63 82
Fax: +49 221 - 56 06 166