Digital transformation is the process of change in an organisation that enables the use of technology to create new value for customers and employees. Organisations are continuing to face a growing demand to transform digitally in order to remain competitive. Navigating this process can be complex, but successful implementation of digital transformation requires effective change management.

Change management is an enabling framework for managing the human side of change. It provides a structured approach to navigate any challenges, ensuring smooth transitions, minimising resistance, and maximising the adoption and utilisation of digital solutions.

How change management is impacting digital transformation

Change management plays a pivotal role in the success of digital transformation initiatives and ensures a seamless process of change. Implementing new technologies and transforming processes can disrupt established workflows and create resistance among employees.

In the complex landscape of technological evolution, resistance to change is a common issue. By adopting change management, it can identify sources of resistance, anticipate challenges and implement proactive strategies. Effective communication can plan and manage expectations and capitalise on the momentum beyond the initial implementation.

The significance of change management, however, lies in aligning stakeholders to ensure a shared vision and understanding of the goals. Effective communication is fundamental to any successful digital transformation, and change management helps to provide a robust communication strategy that manages expectations and provides clarity on the transformation journey.

Change management acts as a facilitator by addressing the human and organisation aspects that are essential in the process of adopting new technologies. By aligning stakeholders, fostering cultural adaption, and engaging employees, it creates a foundation for an understanding of the transformation goals and plays a crucial role in ensuring a successful and seamless digital transition.

How change management influences mindset and culture

Change management has a strong influence on the mindset and culture of organisations, particularly in the context of technology and the increasing emphasis on human-led approaches. Change, although traditionally met with resistance for being a disruption, has now shifted this perspective to be recognised as an inherent and necessary aspect of an organisation’s growth.

One significant transformation is the shift towards human-led technology. Change management has created a mindset that prioritises the integration of technology with a human-led approach. Organisations recognise the importance of aligning the advancements in technology with the needs of the workforce. By not only implementing technological solutions but also fostering a culture that values the contributions of individuals, we can leverage and adapt to these technologies more successfully.

Empowerment and collaboration have become core components of change management in influencing organisation’s mindsets. Empowerment provides individuals with the resources to contribute to actively changing processes and encourage innovation in their roles. Collaboration is essential for organisations communicating throughout undergoing transformations to navigate the complexity of a changing environment.

This transformative shift in mindset and culture has positioned organisations in an ever-changing business environment with the tools to help them thrive and where adaptability and people-led approaches are crucial for continued success.

How the NHS revolutionised change management

NHS England has overhauled digital change management by developing product implementation and relationship management (PIRM) to move towards human-led technology change.

The initiative employed a shadowing and buddying approach which helped to create a collaborative and supportive work ethos with significant learning opportunities, creating a positive impact on frontline workers.

The focus shifted from technical implementation to change management, emphasising tailored training for job roles and operational changes associated with workforce planning.

The primary aim was to introduce change management support offered to enable organisational transformation for Hospital Trusts by implementing electronic patient records that cover the key activities in the trust. The initiative was part of NHS England’s frontline //digitisation programme to digitise healthcare.

Embracing change management and navigating the landscape of digital transformation enable organisations to foster a future characterised by adaptability, innovation and continued success in a constantly evolving landscape.