The term “change management” is used a lot when talking about large scale technology changes in business. Lots of projects fail because the term is misunderstood, ignored, or only given lip service.

There really isn’t much complexity to it. Are you going to honestly communicate with your staff what these technology changes mean to them or not? If you don’t, then you are surely heading for a wall of resistance. If you pay it lip service (have one meeting, tell them a generic story about how you must make all these changes to stay in business) then again there will be resistance.

Change leadership (I prefer this term) to change management is when you care and you take the time to explain to your team how these changes will impact them. When I say “impact” I’m not talking about passively thinking about what’s going to happen to them, I’m also talking about what you’re expecting from them. You are making major technology changes because you must in order to remain competitive. These changes are going to impact every employee in your company. They need to understand that from the very beginning. This means answering tough questions, like “will this automation replace my current job?” Yes, it will so you better start thinking about the other skills we need around here. I know that sounds harsh but the truth is always easier to explain, defend, and deal with once you get over the shock.