[et_pb_section fb_built=\u00bb1″ _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.27.4″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n
\u00bfEst\u00e1s prepar\u00e1ndote para implementar un cambio importante en tu organizaci\u00f3n? Ya sea que est\u00e9s planeando una implementaci\u00f3n de ERP<\/a> o una transformaci\u00f3n digital, es importante mantener una perspectiva centrada en las personas.<\/p>\n Sin una gesti\u00f3n efectiva del cambio, los miembros de tu equipo podr\u00edan sentirse desorientados a medida que avanzas con el proyecto. Esto puede llevar a sentimientos de resentimiento y frustraci\u00f3n, lo que podr\u00eda reducir las tasas de adopci\u00f3n y disminuir el retorno de la inversi\u00f3n.<\/p>\n Hoy, estamos aqu\u00ed para mostrarte c\u00f3mo hacer bien la gesti\u00f3n del cambio organizacional. Contin\u00faa leyendo para descubrir nuestros mejores consejos para el \u00e9xito en la gesti\u00f3n del cambio.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH2″ _builder_version=\u00bb4.23.1″ header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#1f66b1″ header_2_line_height=\u00bb1.2em\u00bb header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#1f66b1″ header_3_line_height=\u00bb1.2em\u00bb header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#1f66b1″ header_4_line_height=\u00bb1.2em\u00bb header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#1f66b1″ header_5_line_height=\u00bb1.2em\u00bb header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#1f66b1″ header_6_line_height=\u00bb1.2em\u00bb header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30px\u00bb header_2_font_size_last_edited=\u00bbon|phone\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.23.1″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Antes de embarcarte en un cambio empresarial, t\u00f3mate el tiempo para asegurarte de que tu organizaci\u00f3n est\u00e9 lista para ello.<\/p>\n Una evaluaci\u00f3n de preparaci\u00f3n empresarial puede ayudarte a medir el nivel de resistencia al cambio que puedes esperar dentro de tu empresa. Esta evaluaci\u00f3n tambi\u00e9n examina c\u00f3mo el proyecto podr\u00eda afectar:<\/p>\n Adem\u00e1s, considera el grado de cambio: \u00bfest\u00e1s simplemente agilizando procesos manuales, o est\u00e1s cambiando tu empresa desde adentro hacia afuera?<\/p>\n Sin una evaluaci\u00f3n de preparaci\u00f3n, es f\u00e1cil asumir que todos estar\u00e1n bien con el cambio. Sin embargo, rara vez es el caso, por lo que ayuda identificar a los posibles disidentes lo antes posible.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.23.1″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Cuando una empresa decide someterse a una transformaci\u00f3n digital, generalmente es porque el estatus quo ya no funciona y existe una necesidad urgente de cambio. La competencia est\u00e1 aumentando, las tendencias est\u00e1n cambiando y es momento de moverse en una direcci\u00f3n diferente.<\/p>\n En lugar de mantener este conocimiento aislado en la alta direcci\u00f3n, comp\u00e1rtelo con tus empleados. A menudo, su frustraci\u00f3n surge de un malentendido sobre por qu\u00e9 es necesario un cambio en primer lugar.<\/p>\n Explica la crisis inminente que ocurrir\u00e1 si no te mueves en esta direcci\u00f3n y las valiosas oportunidades que podr\u00edas perder. Si puedes crear un sentido de urgencia, ser\u00e1 m\u00e1s f\u00e1cil para los empleados visualizar (y apoyar) el resultado.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.27.4″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n \u00bfCu\u00e1l es el factor m\u00e1s importante en una gesti\u00f3n de cambio exitosa? Es el patrocinio del proyecto.<\/p>\n Es importante hacer una distinci\u00f3n aqu\u00ed entre patrocinio y apoyo. Los l\u00edderes ejecutivos pueden apoyar una idea en teor\u00eda pero no patrocinarla en la pr\u00e1ctica.<\/p>\n Necesitas la participaci\u00f3n activa de los ejecutivos para que puedan fomentar el compromiso y la confianza de los empleados. Para asegurar este nivel de participaci\u00f3n, debes comunicar a tu alta direcci\u00f3n por qu\u00e9 es necesario el cambio y el nivel de compromiso que necesitas.<\/p>\n En general, necesitas una coalici\u00f3n de l\u00edderes, interesados y tomadores de decisiones que puedan apoyar el cambio con sus acciones. Un consultor de gesti\u00f3n de cambios<\/a> puede ayudarte a establecer un mapa de ruta de patrocinio para facilitar las conversaciones con patrocinadores potenciales.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n <\/strong><\/h3>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.23.1″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Cuando se trata de una gesti\u00f3n efectiva del cambio, no puedes simplemente improvisar, especialmente en lo que respecta a las conversaciones. Estas reuniones necesitan estar bien planificadas para que puedas asegurarte de transmitir el mensaje correcto.<\/p>\n Al inicio del proyecto, crea un plan de comunicaci\u00f3n robusto que describa claramente c\u00f3mo y cu\u00e1ndo compartir\u00e1s actualizaciones clave con los empleados. Trata de mantenerlos constantemente informados y repite la informaci\u00f3n importante a menudo para que puedan recordarla.<\/p>\n Al planificar tu enfoque de comunicaci\u00f3n, recuerda adaptar tu estrategia dependiendo de tu audiencia. La forma en que abordas el cambio con tu alta direcci\u00f3n puede diferir de c\u00f3mo te comunicas con los l\u00edderes de departamento y los empleados individuales. Siempre ten en cuenta la audiencia, el mensaje y el momento.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.23.1″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Recomendamos establecer un equipo de l\u00edderes con suficiente autoridad para liderar el cambio.<\/p>\n Aunque algunos de estos l\u00edderes puedan ocupar posiciones ejecutivas, es m\u00e1s importante asegurarse de que tengan las habilidades adecuadas para la tarea. Al evaluar a los posibles l\u00edderes de cambio, considera su:<\/p>\n Los individuos seleccionados deben trabajar juntos para comunicar el cambio y ayudar a los empleados a adaptarse a \u00e9l. Tambi\u00e9n deben destacar objetivos comunes hacia los cuales todos deber\u00edan trabajar y planificar las acciones necesarias para llegar all\u00ed.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH3″ _builder_version=\u00bb4.23.1″ text_text_color=\u00bb#2e2e2e\u00bb header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#2e2e2e\u00bb header_2_line_height=\u00bb1.2″ header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#2e2e2e\u00bb header_3_line_height=\u00bb1.2″ header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#2e2e2e\u00bb header_4_line_height=\u00bb1.2″ header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#2e2e2e\u00bb header_5_line_height=\u00bb1.2″ header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#2e2e2e\u00bb header_6_line_height=\u00bb1.2″ header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30″ header_2_font_size_last_edited=\u00bbon|desktop\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.23.1″ z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Podr\u00edas gestionar el cambio organizacional siguiendo el libro al pie de la letra y aun as\u00ed encontrarte con resistencia. Esto se debe a que hay muchas barreras que pueden impedir que los empleados acepten plenamente el cambio, y muchas de ellas son ocultas.<\/p>\n Ayuda pensar en las barreras potenciales de antemano y trabajar proactivamente para eliminarlas antes de que se conviertan en problemas. Algunos de los problemas que pueden causar resistencia al cambio en los empleados incluyen:<\/p>\n Junto con tu equipo de cambio, piensa en estas barreras y los riesgos que representan. Luego, busca formas de abordarlas y eliminarlas a medida que avanzas.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text admin_label=\u00bbH2″ _builder_version=\u00bb4.23.1″ header_2_font=\u00bb|300|||||||\u00bb header_2_text_color=\u00bb#1f66b1″ header_2_line_height=\u00bb1.2em\u00bb header_3_font=\u00bb|300|||||||\u00bb header_3_text_color=\u00bb#1f66b1″ header_3_line_height=\u00bb1.2em\u00bb header_4_font=\u00bb|300|||||||\u00bb header_4_text_color=\u00bb#1f66b1″ header_4_line_height=\u00bb1.2em\u00bb header_5_font=\u00bb|300|||||||\u00bb header_5_text_color=\u00bb#1f66b1″ header_5_line_height=\u00bb1.2em\u00bb header_6_font=\u00bb|300|||||||\u00bb header_6_text_color=\u00bb#1f66b1″ header_6_line_height=\u00bb1.2em\u00bb header_2_font_size_tablet=\u00bb\u00bb header_2_font_size_phone=\u00bb30px\u00bb header_2_font_size_last_edited=\u00bbon|phone\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00bb4.16″ global_colors_info=\u00bb{}\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.16″ custom_padding=\u00bb|||\u00bb global_colors_info=\u00bb{}\u00bb custom_padding__hover=\u00bb|||\u00bb][et_pb_text _builder_version=\u00bb4.27.4″ min_height=\u00bb247px\u00bb z_index_tablet=\u00bb500″ global_colors_info=\u00bb{}\u00bb]<\/p>\n Al priorizar los seis consejos anteriores, puedes disolver la resistencia y crear entusiasmo en torno a nuevos procesos y tecnolog\u00edas. Finalmente, tus empleados, interesados y l\u00edderes estar\u00e1n todos preparados para aprovechar al m\u00e1ximo tu nuevo sistema ERP, CRM o SCM.<\/p>\n Nuestros consultores de gesti\u00f3n de cambios organizacionales pueden ayudarte a comprender los componentes de una gesti\u00f3n efectiva del cambio con m\u00e1s detalle. Cont\u00e1ctanos a continuaci\u00f3n para una consulta de ERP<\/a>.<\/p>\n [\/et_pb_text][et_pb_button button_url=\u00bbhttps:\/\/www.panorama-consulting.com\/es\/consultas-erp\/\u00bb button_text=\u00bbCont\u00e1ctenos para una consulta gratuita\u00bb button_alignment=\u00bbcenter\u00bb admin_label=\u00bbCont\u00e1ctenos para una consulta gratuita\u00bb _builder_version=\u00bb4.27.4″ _module_preset=\u00bbdefault\u00bb custom_button=\u00bbon\u00bb button_text_color=\u00bb#FFFFFF\u00bb button_bg_color=\u00bb#1F66B1″ button_border_width=\u00bb0px\u00bb button_border_color=\u00bb#FFFFFF\u00bb button_border_radius=\u00bb0px\u00bb button_font=\u00bbOpen Sans|300|||||||\u00bb button_icon=\u00bb5||divi||400″ custom_margin=\u00bb|181px||181px|false|false\u00bb custom_margin_tablet=\u00bb|181px||181px|false|false\u00bb custom_margin_phone=\u00bb|0px||0px|false|false\u00bb custom_margin_last_edited=\u00bbon|phone\u00bb custom_padding=\u00bb||||false|false\u00bb custom_css_main_element=\u00bbwidth:100%;\u00bb saved_tabs=\u00bball\u00bb global_colors_info=\u00bb{}\u00bb global_module=\u00bb265292″ theme_builder_area=\u00bbpost_content\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" \u00bfEst\u00e1s prepar\u00e1ndote para implementar un cambio importante en tu organizaci\u00f3n? Ya sea que est\u00e9s planeando una implementaci\u00f3n de ERP o una transformaci\u00f3n digital, es importante mantener una perspectiva centrada en las personas. Sin una gesti\u00f3n efectiva del cambio, los miembros de tu equipo podr\u00edan sentirse desorientados a medida que avanzas con el proyecto. Esto puede […]<\/p>\n","protected":false},"author":347,"featured_media":260180,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":" [et_pb_section fb_built=\"1\" _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> Are you preparing to implement a major change at your organization?\u00a0Whether you're planning an ERP implementation<\/a> or a digital transformation, it's important to keep a people-focused perspective.<\/p> Without effective change management, your team members could feel left in the dark as you press ahead with the project.\u00a0This can lead to feelings of resentment and frustration, which could lower adoption rates and decrease ROI.<\/p> Today, we're here to show you how to get organizational change management<\/a> right. Read on to discover our top tips for change management success.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H2\" _builder_version=\"4.17.4\" header_2_font=\"|300|||||||\" header_2_text_color=\"#1f66b1\" header_2_line_height=\"1.2em\" header_3_font=\"|300|||||||\" header_3_text_color=\"#1f66b1\" header_3_line_height=\"1.2em\" header_4_font=\"|300|||||||\" header_4_text_color=\"#1f66b1\" header_4_line_height=\"1.2em\" header_5_font=\"|300|||||||\" header_5_text_color=\"#1f66b1\" header_5_line_height=\"1.2em\" header_6_font=\"|300|||||||\" header_6_text_color=\"#1f66b1\" header_6_line_height=\"1.2em\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30px\" header_2_font_size_last_edited=\"on|phone\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> Before you embark on a business change, take the time to make sure your organization is ready for it.<\/p> A\u00a0business readiness<\/a>\u00a0assessment can help you gauge\u00a0the level of change resistance that you can expect within your company.\u00a0This assessment also looks at how the project could affect:<\/p> Consider how this new system will impact each of these components. Are there certain people that will be more affected than others?<\/p> Also, consider the degree of change \u2013 are you just streamlining manual processes, or are you changing your company from the inside out?<\/p> Without a readiness assessment, it's easy to assume that everyone will be fine with the change. However, this is rarely the case, so it helps to identify potential dissenters as early as possible.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_cta title=\"Attention SAP, Oracle, Microsoft, and Infor Users!\" button_url=\"https:\/\/www.panorama-consulting.com\/resource-center\/erp-diagnostics\/\" button_text=\"Take Benchmark Survey\" admin_label=\"Clash 2020\" _builder_version=\"4.17.4\" header_font=\"|300|||||||\" header_text_align=\"center\" custom_button=\"on\" button_text_color=\"#ffffff\" button_bg_color=\"#3189bd\" button_border_color=\"#ffffff\" button_use_icon=\"off\" button_alignment=\"center\" header_text_shadow_style=\"preset1\" global_module=\"248575\" saved_tabs=\"all\" global_colors_info=\"{}\" button_text_color__hover_enabled=\"on|hover\" button_text_color__hover=\"#3189bd\" button_bg_color__hover_enabled=\"on|hover\" button_bg_color__hover=\"#ffffff\" button_bg_enable_color__hover=\"on\"]<\/p> Share your implementation story by taking our 7-minute survey. To show our appreciation, we'll send you a Starbucks gift card.<\/p> [\/et_pb_cta][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> When a company decides to\u00a0undergo a digital transformation, it's usually because the status quo is no longer working, and there's an urgent need for change. Competition\u00a0is ramping up, trends are shifting, and it's time to move in a different direction.<\/p> Instead of keeping this knowledge\u00a0isolated to the C-suite, share it with your employees. Often, their frustration stems from a misunderstanding of\u00a0why a change is needed in the first place.<\/p> Explain the imminent crisis that will occur if you don't move in this direction and the valuable opportunities you could miss.\u00a0If you can create a sense of urgency, it's easier for employees to visualize (and support) the outcome.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> What's the most important factor in successful change management<\/a>? It's project sponsorship.<\/p> It's important to make a distinction here between sponsorship and support. Executive leaders can\u00a0support an idea in theory but not sponsor it in practice.<\/p> You need hands-on participation from executives for them to be able to spur employee engagement and trust.\u00a0To ensure this level of participation, you should communicate to your C-suite why the change is required and the level of engagement you need.<\/p> Overall, you need a coalition of leaders, stakeholders, and decision-makers who can support the change with their actions. A\u00a0change management consultant<\/a>\u00a0can help you establish a sponsorship roadmap to facilitate conversations with potential sponsors.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_video src=\"https:\/\/vimeo.com\/689821230\" _builder_version=\"4.17.4\" _module_preset=\"default\" width=\"80%\" module_alignment=\"center\" global_colors_info=\"{}\"][\/et_pb_video][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> When it comes to effective change management,\u00a0you can't just \"wing it,\" especially when it comes to conversations. These meetings need to be well-planned so you can make sure to relay the right message.<\/p> Early in the project, create a robust communication plan that clearly outlines how and when you will share key updates with employees. Try to keep them consistently in the loop and repeat important information often so they can remember it.<\/p> As you plan your\u00a0communication approach<\/a>, remember to tailor\u00a0your strategy depending on your audience.\u00a0The way you address change with your C-suite may differ from how you communicate with department leaders and individual employees. Always keep the audience, message, and timing top of mind.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> We recommend establishing a team of leaders with enough authority to\u00a0lead the change.<\/p> While some of these leaders may hold executive positions, it's more important to make sure they have the right skills for the task. When evaluating potential change leaders, consider their:<\/p> The individuals you select should work together to communicate the change and help employees adjust to it. They should also highlight common goals that everyone should be working toward and strategize the actions needed to get there.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H3\" _builder_version=\"4.17.4\" text_text_color=\"#2e2e2e\" header_2_font=\"|300|||||||\" header_2_text_color=\"#2e2e2e\" header_2_line_height=\"1.2\" header_3_font=\"|300|||||||\" header_3_text_color=\"#2e2e2e\" header_3_line_height=\"1.2\" header_4_font=\"|300|||||||\" header_4_text_color=\"#2e2e2e\" header_4_line_height=\"1.2\" header_5_font=\"|300|||||||\" header_5_text_color=\"#2e2e2e\" header_5_line_height=\"1.2\" header_6_font=\"|300|||||||\" header_6_text_color=\"#2e2e2e\" header_6_line_height=\"1.2\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30\" header_2_font_size_last_edited=\"on|desktop\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.22.0\" hover_enabled=\"0\" z_index_tablet=\"500\" global_colors_info=\"{}\" sticky_enabled=\"0\"]<\/p> You could manage organizational change by the book and still end up with resistance. This is because there are many barriers that can hold employees back from fully embracing change, and many of them are hidden.<\/p> It helps to think about potential barriers up-front and work proactively to remove them before they become problems. A few of the issues that may\u00a0cause employees to resist change include:<\/p> Together with your change team, think about these barriers and the risks they pose. Then, brainstorm ways you can address and remove them as you move forward.<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text admin_label=\"H2\" _builder_version=\"4.17.4\" header_2_font=\"|300|||||||\" header_2_text_color=\"#1f66b1\" header_2_line_height=\"1.2em\" header_3_font=\"|300|||||||\" header_3_text_color=\"#1f66b1\" header_3_line_height=\"1.2em\" header_4_font=\"|300|||||||\" header_4_text_color=\"#1f66b1\" header_4_line_height=\"1.2em\" header_5_font=\"|300|||||||\" header_5_text_color=\"#1f66b1\" header_5_line_height=\"1.2em\" header_6_font=\"|300|||||||\" header_6_text_color=\"#1f66b1\" header_6_line_height=\"1.2em\" header_2_font_size_tablet=\"\" header_2_font_size_phone=\"30px\" header_2_font_size_last_edited=\"on|phone\" z_index_tablet=\"500\" global_colors_info=\"{}\"]<\/p> [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" custom_padding=\"|||\" global_colors_info=\"{}\" custom_padding__hover=\"|||\"][et_pb_text _builder_version=\"4.17.4\" z_index_tablet=\"500\" global_colors_info=\"{}\" min_height=\"247px\"]<\/p> By prioritizing the six tips above, you can dissolve resistance and create\u00a0enthusiasm around new processes and technology. Ultimately, your employees, stakeholders, and leaders will all be ready to make the best use of your new ERP, CRM, or SCM system<\/a>.<\/p>6 Consejos para una Efectiva Gesti\u00f3n del Cambio<\/h2>\n
1. Realiza una Evaluaci\u00f3n de Preparaci\u00f3n
<\/strong><\/h3>\n\n
2. Explica Claramente la Importancia del Cambio
<\/strong><\/h3>\n3. Prioriza el Patrocinio del Proyecto
<\/strong><\/h3>\n4. Planifica Tu Estrategia de Comunicaci\u00f3n<\/p>\n
5. Establece un Grupo de L\u00edderes de Cambio
<\/strong><\/h3>\n\n
6. Identifica y Elimina Barreras al Cambio
<\/strong><\/h3>\n\n
Sin una Fuerza Laboral de Apoyo, Cualquier Tecnolog\u00eda que Implementes Quedar\u00e1 en el Olvido<\/h2>\n
6 Tips for Effective Change Management<\/h2>
1. Conduct a Readiness Assessment<\/strong><\/h3>
2. Clearly Explain the Importance of the Change<\/strong><\/h3>
3. Prioritize Project Sponsorship<\/strong><\/h3>
4. Plan Your Communication Strategy<\/strong><\/h3>
5. Establish a Group of Change Leaders<\/strong><\/h3>
6. Identify and Remove Change Barriers<\/strong><\/h3>
Without a Supportive Workforce, Any Technology You Implement Will Sit on the Shelf<\/h2>