We often get questions about the Accelerating Implementation Methodology (AIM) change management methodology from people who are already certified in Prosci’s ADKAR model. That makes sense. Both methodologies are sound change management frameworks that share a lot of common elements.
We’ve spent a lot of years in the global Change Management marketplace. Over 35 to be exact. And after all this time, people still don’t seem to “get it.” Day after day, we speak to Sponsors, Senior Executives, and sometimes even Change Agents who still think Change Management is just a buzzword. Or, they believe it is something to be done “out there” by other people. Some still think they can send an email out to the organization announcing a change, and then check Change Management off their to-do list for good.
One of the most common questions we get from potential clients looking for a change management methodology is "How does AIM (the Accelerating Implementation Methodology) compare to other change management approaches?” On the surface, a lot of change management methodologies look similar. For example, most change management approaches are research-based and include tools, templates and checklists. But based on decades of work on global change management projects, and training thousands of people in our change management training programs, clients have told us that AIM stands out from the rest. Here’s why:
Every change management methodology includes some type of toolkit. Our proprietary Accelerating Implementation Methodology (AIM) is no exception. It offers a multitude of tools including assessments, forecasts and templates, because there's no question… checklists, templates, and surveys all have a place, and each has value for change management practitioners. But some change management methodologies stop there. They are primarily driven by a set of checklists, templates and tools for Change Agents “to do”—in other words, they are activity based.
In today’s fast-paced world, no organization has time for unimportant activities. The time your Sponsors and Change Agents spend on implementation needs to be laser-focused on what will really move the dial in getting a change implemented quickly. That’s why it’s crucial to make sure you have what you need to be successful when you’re selecting a change management methodology.
The financial investment in a new ERP system, such as Workday or Kronos is enormous and the resource requirements are huge. But, much to the chagrin of many organizations, for as much money that is going out the door on sophisticated new systems such as these, Return on Investment is not always a guarantee. Organizations often overlook the significant amount of time and energy required to fully implement these systems!
Are you in the market for a change management methodology? Perhaps you’ve never used a structured process before and are facing a daunting, transformational change. Or maybe you’d like to evaluate your current approach, because what worked for your organization 7 or 10 years ago isn’t working in today's environment.
How to Change the Way Your Organization Changes
How do you change the way your organization implements strategic initiatives? Surely there is a way to get change projects done faster, and more successfully! Yes, there is a way to do these projects better. And you can start on that path by attending an AIM Accreditation Program.
Why, you ask? Here is our 10 top list of reasons YOU should attend!
Are you currently working on a transformational change? Maybe you are you going through an organizational re-design or implementing new technology. It could be a Shared Services implementation or a Lean Process Improvement. If you are involved in any strategic change where people will need to do things differently, you are likely starting to think about how you are going to build capacity.
Today’s marketplace is filled with Change Management training programs that seem very tempting as an easy solution to all of your training needs. But, buyer beware! All training options are not created equally. And a “sheep dipping” approach of training everyone as a required one-time event just doesn’t work.