In today’s dynamic business environment, embracing change is no longer optional—it’s imperative. The advent of generative AI is set to redefine traditional change management norms, making adaptability a core competency for organizations.  

Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It involves managing the people side of change to achieve the desired outcomes and ensure that the change is adopted effectively. Research shows that effective change management plays a pivotal role in achieving outcomes that are significantly higher. Studies like those from McKinsey and Harvard Business Review suggest projects with strong change management practices have a 70% success rate compared to only 30% for those without. 

C-suite leaders are tasked with the dual responsibility of engaging employees wholeheartedly while driving tangible results. As markets, technologies, and workforces evolve rapidly, mastering the art of navigating and measuring change becomes non-negotiable. Despite the widespread acknowledgment of the need for change, many leaders grapple with implementing these practices consistently, highlighting a gap between awareness and execution. Some insights from a 2024 Accenture study “Reinventing Change CxO survey” (Interviewed 1,000 C-suite executives and 5,000 workers across the same set of 1,000 companies, across 17 countries and 14 industries to understand the depth of actual change management practice) 

• 80% of organizations have change as part of their long-term vision. 

• 95% of organizations have undergone 2+ transformations in the past three years. 

• 96% of C-suite leaders are dedicating more than 5% of revenue to change projects in the next three years. 

• 100% of C-suite leaders anticipate significant changes to their workforce. 

• Yet only 30% feel confident about their change capabilities 

The same Accenture study validates that by increasing the maturity of change practices, organizations can transform into dynamic, resilient entities capable of outperforming expectations and achieving meaningful results, including: (can vary by organization based on various factors) 

• Higher financial performance, with annual revenue growth up to 5 percentage points higher on average than other companies.  

• Better experiences that meet employees’ needs, unlock their potential and leave them 2x more likely to feel Net Better Off.  

• Faster outcomes, with leading organizations 80% more likely to achieve successful transformation on schedule.  

Embracing new approaches can truly transform the traditional concept of “transformation” into avenues for innovation and growth within organizations. The role of leaders as “designers of change” is pivotal in crafting a successful and impactful change strategy. It goes beyond just initiating transformations; leaders must integrate change into their culture, aligning it with core purposes and values. Those who excel in providing clarity, motivation, and inspiration do not merely manage change—they inspire and empower it throughout the organization. 

At ForeOptics, we use a comprehensive Transformation / Change Management approach that follows sequential steps but are also iterative. This differentiated approach incorporates three phases of work: 

• Diagnose Capabilities & Assess Needs– Conduct current state assessment, leverage best practices from external benchmarks, and assess impact across operating model 

• Define Strategy– Align on a change management framework, define a change management / phased communications plan on various parts of the change curve, and identify relevant KPIs to measure success 

• Implement & Sustain Plan– Implement the communications cascade, measure the impact based on defined KPIs, and sustain the change.

We also utilize a phased change management approach as it offers several advantages, particularly in complex or large-scale projects. Here are some key reasons why this approach is beneficial: 

• Minimized Risk: By breaking the change into smaller, manageable phases, you can more easily identify and address issues as they arise. 

• Manageable Complexity: Large-scale changes can be overwhelming, and a phased approach allows you to tackle smaller parts of the change one at a time. 

• Adaptability: A phased approach allows flexibility. If unforeseen challenges or new information arise, you can adjust the strategy. 

• Resource Management: Managing resources and budgets can be more feasible with a phased approach. 

• Communications Cascade and Employee Training/Support: Phasing the change gives employees time to adapt and receive training gradually, making a smoother transition and reducing resistance. 

• Performance Monitoring: It’s easier to monitor the transition effectiveness in smaller phases, allowing you to adjust before moving on to the next phase. 

In this transformative landscape, change management skills are crucial for organizations because they help ensure that transitions—whether they’re about new technologies, processes, or organizational structures—are smooth, efficient, and minimally disruptive.  Most importantly, the transformation achieves desired outcomes while supporting, engaging, and building resilience with employees on the journey to lead the change. 

Connect with us at ForeOptics.com to see how we can help you.