In this blog series, we are presenting five key findings from our CPH Change 2021 survey. This is this second finding on contributors to success.
Finding 2
In Prosci’s Best Practice studies on change management conducted every second year for the last 20 years they have identified seven contributors to successful change. We chose to dive into three of these contributors:
· Prioritizing dedicated change management resources
· Active and visible executive sponsorship in the lead of a change project.
· Involving managers at an early stage
We asked the participants how often each contributor was applied in their change projects. The survey showed that most change initiatives often utilize each contributor, while some only do so occasionally. Only a small number of change initiatives either always or never apply these contributors in their projects.
The takeaway is to strive towards having the three contributors to success represented in your change initiative. This will give you a solid foundation to manage the change initiative effectively and, in the end, provide the benefit realization the project is aiming for.
About the participants
86 of the 350 CPH Change participants provided input for the survey. That is 25% of the participants.
Most of the respondents are experienced change managers. 76% have worked with changes and change management for more than 5 years.
The survey participants are mainly change managers, consultants, and project managers, working in or for large organizations. 62% of the survey participants are working in organizations with more than 1,000 employees.
They are widely spread over industries, with the majority operating within consulting, finance, and banking. The three CPH Change Award finalists represent municipal government (Faaborg Midtfyn Municipality), utilities (HOFOR – Greater Copenhagen Utilities), and energy (Ørsted).