Adoption of any new technology requires change, and while change can be difficult, it doesn’t have to be. Successful implementation of a technology like Collibra requires the adoption of users who may need support to do so. This is where change management comes in, and can help people adjust to thinking differently about how information is used. Change management not only drives successful implementation of Collibra (and other technology), but also supports adoption and proactively manages resistance.
Driving Successful Implementation
Successful implementation of a new technology means changes to many areas, including culture, roles, processes and policies. The key to driving this is using a structured and organized approach. This leads to a focus on the human side of change. In order to make the change more quickly and successfully, recognize that people need meaningful support.
Change requires many new things including skills, knowledge and the commitment to try something new. The path to adoption can be helped along by training, but change management is needed to fully provide support and enable adoption. Using a combination of measurement, communication and stakeholder support can help identify and deal with change management issues. Then, the implementation team can address risk areas and speed up adoption, leading accelerated time to value.
Change management plans for normal resistance, and addresses reasons for resistance before they even occur. This way of thinking can reduce user resistance, and once again help lead to a faster technology adoption. Prepare for and expect resistance, which is a natural and normal part of the change process. How your organization chooses to manage it determines just how long people will resist the change.
The Change Management Team
A change management team should be interdisciplinary, combining a technology team with business stakeholders to support the effort together. This approach enables you to ensure the new technology is meeting their needs, and that the resources required to adopt the technology are available.
Don’t forget to build on what you already have. Many organizations have established teams or departments for organizational development, learning and/or HR that can help manage the change effort. First San Francisco Partners has worked with many teams as a liaison between IT departments and business partners to establish pragmatic approaches to resistance management. Some examples include education for managers about addressing resistance, establishing communication plans, and setting up multiple feedback loops for issues around the implementation. There are many other approaches as well, so it is important to find the right ones for your organization.
A Change Management team can:
- Coordinate communication
- Identify specific training needs
- Advocate for adoption resources with leaders
- Manage risk
- Connect the implementation activities to organizational priorities
- Work with leaders to establish buy in and engagement
Aligning technology adoption with change management is just one of nine Collibra best practices. Take a look at our blog to learn more about our other best practices.