Change Management Certification: A Pathway to Successful Organizational Change

Organizations naturally desire to reap the benefits and achieve positive results from change. When we interact with customers, we set that objective by defining project success at the very beginning of the initiative. However, achieving sustainable performance is a second, and more crucial, objective to consider when considering long-term organizational transformation sustainability.

Sustaining Performance as a Goal

The Prosci Change Management framework emphasizes defining success upfront, a principle embedded in the Prosci Change Triangle (PCT) Model. This focuses on clear objective - the foundation of the Prosci 3-Phase Process, which begins by establishing what success looks like. However, achieving long-term success isn’t solely about reaching the final goal—it also requires maintaining a realistic and sustainable level of performance over time. With increasing challenges affecting the workforce, there is a growing need for organizations to prioritize health and well-being. This calls for a shift toward targeting sustainable performance levels that align with the organization’s capabilities and resources. The Prosci 3-Phase Process supports this approach by incorporating monitoring and adaptability throughout the change journey. In Phase 2 – Manage Change, performance is assessed, gaps are identified, and activities are adjusted to stay on track. By the time organizations reach Phase 3 – Sustain Outcomes, further refinements ensure that outcomes are aligned with realistic and sustainable objectives. Therefore, while discussing success at the beginning of an endeavour, there is a chance to determine a short-term objective based on what the organization and its members can sustain. This means we may have to adjust the original definition of success to align with the actual sustainment level possible, which results in long-term gain.

Sustainment in Athletes

The strategy adopted by top athletes serves as a powerful analogy for implementing sustainable organizational change. Achieving a gold medal at the Olympics represents the peak of an athlete's success, requiring exceptional physical and emotional energy for the rigorous training leading up to the event.

After such a significant milestone, the athlete's focus shifts to maintaining a state of readiness for future competitions. By sustaining a baseline level of fitness, they minimize the risk of burnout and injury while staying prepared for transition seamlessly into high-intensity training as the next event approaches.

This strategy involves continuous monitoring and performance evaluation, incorporating feedback, and making necessary adjustments to maintain and improve their capabilities. Over time, consistent application of this approach is what drives the athlete's enduring success. Similarly, organizations can adopt this principle to stay agile, resilient, and assured for future opportunities.

Sustainable Performance in Organizations

For sustainable organizational changes, leaders often focus on achieving reliable performance to save costs and optimize return on investment (ROI). While a "work hard, play hard" mindset may seem exciting, it’s crucial to consider the long-term impact on employee well-being. The goal is to move beyond short-term gains and aim for "adoption, utilization, and proficiency." By prioritizing these elements, teams and leaders can boost efficiency and achieve a level of competence that the organization can maintain without risking burnout.

Indeed, we have an initial degree of success in mind, and achieving that goal inspires and motivates everyone. However, long-term success is crucial in terms of sustained health and well-being, particularly considering COVID-19 and the consequences we encountered. So, in the 3-Phase Process, when we reach Phase 3 – Sustain Outcomes, it all boils down to asking ourselves as individuals, "Is this sustainable?" Achieving Success and the Change Management Training Process

Success can be effectively defined using the Prosci 3-Phase Process by addressing a fundamental question: “What are we trying to achieve?”

A practical example of this framework in action is the organizational response to the COVID-19 pandemic in 2020. The global crisis necessitated an urgent shift to remote working environments, compelling organizations to adapt

quickly and implement change management strategies to ensure seamless transitions and sustained productivity.

This highlights the importance of clear objectives and structured approaches to navigate complex and unexpected challenges.

We can identify multiple successes achieved in the overall change:

· Virtual connectivity – Home office setup, laptop, monitors, internet, phone, collaboration platform and apps, etc.

· People – Define impact of who and how they will do their jobs differently

· Accessibility – Remote access, security, roles and responsibilities, redirect inbound calls, etc.

· Productivity – Maintain business as usual (BAU)

In this scenario, productivity is the “gold medal” success goal achieved through the three successes leading up to it. Success is defined as the effective transition to a remote business operating environment while sustaining productivity levels.