Successful change is a joint effort
Successfully implementing change is all about achieving goals. But a crucial aspect of this is getting the organization on board with the process. In practice, we see that projects focus a lot of attention on the technical side, while adoption lags. The cause? Involvement and a clear division of roles come into play too late.
At Vasco Consult, we ensure that support is not a by-product, but the result of conscious choices made in advance. We design the change together with the people who will be working with it. Simply, structured, and focused on results.
How does this approach to change management work in practice? Here is an outline of our approach in three points:
1. From project start to organizational start
Many organizations start with plans, deadlines, and technology. Only later does the question arise: who should we involve, and when? We turn that around and start with an organizational scan. Who are the most important stakeholders? Where is the impact on processes and roles? And which sponsors and change agents are needed? We set up governance that fits the organization and clarify ownership. Who decides? Who communicates? Who supports?
Important insight: Support does not arise automatically. It is a design choice. By establishing clear roles, decision-making structures, and sponsorship during the preparation phase, you build trust and prevent delays during implementation.
2. Make the impact clear for each target group
Resistance rarely arises from unwillingness, but usually from uncertainty. People want to know what will change in their daily work. That is why we make the impact of change explicit for each target group: with as-is/to-be process descriptions, adjusted responsibilities, and the skills that are needed. We do this in short workshops, supported by a concise and understandable change impact matrix.
Important insight: Engagement grows when people know exactly what will change for them. Specify the change for each target group and you lay the foundation for supported adoption.
3. Training and communication in the workplace
No elaborate plans, but practical interventions. We opt for short updates at logical moments. And our change agents supervise practice sessions that tie in with daily practice. When it comes to the communication rhythm (who hears what, when, and through which channel) and the training approach, it is important that operational activities remain central and that continuity in the workplace is guaranteed.
Important insight: Adoption happens during work, not in a presentation. Practicing in realistic scenarios builds confidence faster than generic e-learning or abstract training.
In conclusion
Preparation can sometimes feel like extra work. In reality, it provides peace of mind, speed, and support during implementation. By involving people from day one, making the impact concrete, and organizing ownership, you increase the chance of sustainable results.
Our organizational scan for change is a powerful first step. We quickly identify where involvement is needed, where roles need to be refined, and which interventions have the most effect. From there, we work together to build a simple, supported approach that works.
Curious about what Vasco Consult can do for your organization? Send us a message at info@vasco-consult.com
