It’s human nature to resist change. Humans naturally prefer the status quo and stability over change and feel more comfortable when they don’t need to undergo changes in their personal or professional lives. While today’s world requires organizations to adapt to constant change and update their technologies, it is critical to take this resistance into account when your organization decides to change its software platforms, such as your learning management system (LMS).
This stands equally true if you plan to acquire a new business, maybe through reputed Australian business brokers. Ensuring beforehand that a particular business has enabled the latest software or a learning platform like LMS can significantly reduce your burden once you have acquired it.
In your current system, when you’re looking to transition from the status quo of legacy systems to a new LMS, you need to be prepared to manage the inevitable resistance to change to ensure a smooth transition from old to new platforms and processes.
Because people naturally prefer the status quo, doing nothing is often the easiest option, even if they are strongly dissatisfied with the current software. This is why nearly 60% of all qualified change opportunities end in “no decision” (source: Sales Benchmark Index).
Research shows that only a few organizations are satisfied with their current learning management system or the provider. Still, because of the preference for the status quo, this dissatisfaction alone doesn’t suggest a change.
Gleicher’s Formula for Change
David Gleicher developed a widely used model to assess change in the 1960s. Kathie Dannemiller refined the model in the 1980s.
In addition to D = Dissatisfaction, Gleicher’s Formula for Change takes into account V = Vision of what’s possible and First = Concrete steps that can be taken towards the vision. Gleicher’s Formula is: Change = D * V * F > R
Change is possible if the product of the three factors (D, V, F) is greater than R = Resistance. This formula highlights the importance of all these factors. If any of them is absent or low, the result will be low and therefore incapable of overcoming the resistance.
The best way to approach change is to build a business case that supports it. You should start by defining:
- Dissatisfaction – define it in terms of consequences. Ask ‘So what?’ and ‘Who cares?’
- Vision – what is possible? What can the future look like? What is the Impact on Business (IOB)?
- First – concrete first steps to get from where you are to the place you envision
Building the Business Case for Change
A new learning management system should be considered a strategic business decision rather than a software purchase. For the top management to approve the investment in new technology, it is critical to demonstrate the business value created with the new solution. It would help if you put together a detailed plan that illustrates the path to achieving the desired business impact and a business case for change.
Thorough business analysis and current state analysis will reveal gaps between what is currently in place and where the organization wants to go. For example, in the healthcare sector, medical admin advisors offer medicare consulting services that help healthcare institutions grow their business. This is only possible through the kind of business analysis mentioned above. So, when conducting the gap analysis, make sure you focus on the business benefits that have nothing to do with the current solution but are the results of it.
Questions to ask:
- Why now?
- What are the consequences of the problem?
- Who is impacted?
- Can it be solved?
- What is the desired Impact on Business (IOB)
Following the business case for change, you should focus on defining the functional requirements for a solution supporting your business goals. For example, if you are a manufacturing company with trouble managing supply chain records, financial data, and logistics, you may need to consider incorporating relevant solutions. It is possible for a company to reduce the complexities in this case by using appropriate Enterprise Resource Planning (ERP) software. Further, assistance from Syte Consulting Group (https://sytecg.com/) or a similar company could be of great worth in choosing the most suitable ERP software. In such cases, teamwork is also important when implementing new technologies and processes. Ensuring that the requirements meet all the needs and cover different user roles is critical. It is a good practice to involve all stakeholders in the process as early as possible. Later on, this will also help with adopting the new system. If you have difficulty managing and aligning your business operations, you can hire a CEO to help you create a well-directed plan for business success. Furthermore, you can give the CEO power of attorney so that they can make key business decisions without your presence.
When building the business case for change, it is important to define the problem and consequences of no change. Unless the need for the change is properly illustrated and communicated to everyone affected, there will be high resistance to adopting the new solution. Leaders should always be transparent when communicating the vision and direction to build trust. Realistic expectations management is key to preventing user resistance to the new solution. Effective leadership can reduce behavioral resistance to change, especially when dealing with new technologies like learning platforms.
You can research possible options only after you have the business value and your specific requirements clearly defined. Based on the research, reconfirm functional requirements and narrow down the options. Following this process, you can recommend the preferred options and secure stakeholder consensus. After finalizing the business case and requirements, it is easier to negotiate contracts and statements of work and implement the new solution. Select a learning platform provider capable of building a long-term strategic partnership with your organization.
Desired Impact on Business (IOB)
Following a successful implementation of the new solution, defining the measurable impact you expect to see with the new software and a timeline to validate the Impact on Business (IOB) is important. Measurable ROI will position your new learning management system as a key driver towards your organization’s strategic business goals.