Change is often perceived as a collective endeavor, but in reality, it happens at an individual level. This is especially true in the legal community, where each professional’s adaptation to change can significantly impact the overall success of a firm-wide initiative. So, if your goal is firm-wide change, don’t take your eye off the individuals in your organization as you build out your strategy.
Change Happens Individually
Change management research by Prosci highlights that successful change is deeply rooted in individual transitions. According to Prosci’s studies, the effectiveness of change management correlates strongly with project success. For instance, projects with excellent change management programs are seven times more likely to meet objectives compared to those with poor change management[1]. Additionally, 88% of participants with excellent change management programs met or exceeded their project objectives[1]. This underscores the importance of focusing on individual change to achieve collective goals.
Corporate Change is the Sum Total of Individual Change
When we talk about corporate change, we’re essentially referring to the cumulative effect of individual changes. Prosci’s research indicates that measuring individual performance and compliance with change initiatives significantly boosts the likelihood of meeting project objectives[2]. Specifically, 76% of those who measured compliance and overall performance met or exceeded project objectives, compared to only 24% of those who did not[2]. This means that for a firm to successfully navigate change, each member must be supported and guided through their personal transition.
So What Does That Mean When Attempting to Initiate a Firm-wide Change?
Initiating firm-wide change requires a strategic approach that prioritizes individual transitions. Here are some key takeaways:
1. Engage Key Stakeholders Early
Involve senior leaders, project sponsors, and subject matter experts in defining what success looks like for the change initiative. This alignment is crucial for setting clear objectives and expectations[2].
2. Measure and Monitor Progress
Establish key performance indicators (KPIs) to track the effectiveness of change management activities. Regular monitoring helps ensure that individual transitions are on track and that the overall project remains aligned with its goals[2].
3. Provide Adequate Support
Offer resources and support to individuals as they navigate the change. This could include training, coaching, and clear communication about the benefits and expectations of the change[1].
Conclusion
In conclusion, while change may seem like a team sport, its success hinges on the individual. By focusing on individual transitions and providing the necessary support, firms can achieve successful, sustainable change.
At Traveling Coaches, we view change initiatives through the lens of their impact on individuals. Since individuals adopt change at different paces and for different reasons, a well-balanced strategic approach is critical to meet business objectives. With our award-winning Premier Learning program, our team will work closely with your firm to develop and deliver customized training solutions, ensuring a seamless and effective learning experience across your entire firm. Contact us today to learn how we can empower your employees and elevate your firm.
About the Author
Kenny Leckie
Senior Consultant
In his role as Senior Technology and Change Management Consultant, Kenny provides thought leadership and consulting to the legal community in areas of information security/cybersecurity awareness, change management, user adoption, adult learning, employee engagement, professional development, and business strategy. He also works with clients to develop and deploy customized programs with an emphasis on user adoption and increased return on investment. Kenny is a Prosci Certified Change Practitioner, a Certified Technical Trainer and has earned the trust of firms across the US, Canada, The UK, Europe and Australia.
Kenny has more than thirty years of combined experience as a law firm Chief Information Officer, Manager of Support & Training, and now consultant providing him with a unique point of view and understanding of the challenges of introducing change in law firms. He combines his years of experience with a strategic approach to help clients implement programs that allows focus on the business while minimizing risk to confidential, protected, and sensitive information. Kenny is an author and speaker and a winner of ILTA’s 2018 Innovative Consultant of the Year.