‘Well begun is half done’, but ‘Well absorbed is the complete battle won.’ Initiating change management is about building an organisational culture. Your employees and leadership absorbing the fact that change is inevitable and necessary, is the battle won. Change management is a continuous process that leads to cumulative large impacts, Rohit Agarwal explains more…

Change Management

              "As a leader, you might be tempted to think the onus of change and progress lies on your                  shoulder..."

Elisabeth Jørgensen, Manager, Asset Management at the green power company Ørsted, champions change by accepting that it won’t work perfect from the beginning and that is completely acceptable. Scarily enough, she asks leaders to invite chaos over relying on business as usual.

As a leader, she believes in finding the ‘what’s in it for me’ selling points and making her team see and admit the value from their perspective. Keep referring to the ‘why’ in every communication about change management and work on it as reiterative loops rather than believing in a one-off revolutionizing process. As an organization leader, it can be challenging to initiate the change management process as it can appear daunting to rework established processes, venture out into the unknown territory or change something that is working perfectly for the worse. Elisabeth says that keeping it simple and having perseverance to keep building on what is already done, helps recognize the organizations previous work and saves the time and effort of beginning from scratch.

As a leader, you might be tempted to think the onus of change and progress lies on your shoulder. The final responsibility of course lies on you to initiate the cultural change, keep a note on the progress, and continuously reiterate the benefits. It is equally important to realize, that the change will be carried out by your people and not by you. If you are afraid of initiating change thinking what a failed effort could result in for the organization, think of using a black and white phone with a keypad today! Everyone did switch, slowly but gradually and it has resulted in a better, more connected and smarter world.

            "The focus in the digitalization era should still be on delivering value to the Customer..."


The adoption curve always has the early innovators, early adaptors and then comes the mass majority and the laggards in the process. Change is required with changing times, to be brave and taking the leap of faith is the way forward.

‘As a leader don’t be afraid to be a cheerleader and show enthusiasm for what you are doing!’ – Elisabet Jørgensen, Manager, Asset Management at the green power company Ørsted. With digitalization, new technologies are emerging at a rapid pace that is making it impossible for leaders to keep up with them, let alone executing all of them.

The focus in the digitalization era should still be on delivering value to the customer and making sure your products or services are solving problems. Requiring keeping up with new technology, requires a change mindset and culture in the organization.
To get started with it, is the battle won as it is a continuous, reiterative process. Clear communication internally and externally about why is change needed, what value it holds for everyone and accepting failures as a part of the process are the most important aspects of initiating a change management culture.

To summarize, let’s reiterate the three pillars of change management – first, change is about culture and not strategy, second, change is a process not an outcome and, last, a leader initiates change, the employees lead it.