top of page

Change FAQs: Measuring ROI in Digital Change Webinar

Writer's picture: Lata HamiltonLata Hamilton

Updated: Feb 2

I recently partnered with Change Management recruitment expert Zoë Markell from T+O+M Executive for an interactive and insights-filled lunchtime webinar on how to measure Return on Investment (ROI) when leading digital change.


The webinar was designed for leaders, talent and recruiters to understand how to know if digital transformation (a common priority!) is truly successful. Zoë and I explore how Change Management can unlock strategic ways to measure ROI in digital change, beyond just the technology going live.


Below are a bunch of FAQs that you might have on this very topic.



Missed the webinar? You can watch the free replay here and the interactive survey which will feed into a complimentary Future of Change white paper you'll receive.




Now, onto the questions:


Q. How do we get projects/clients to engage with stakeholders to co-create and co-design when they say they don't have time at the start?

Share your examples of previous digital transformation nightmares when the project didn't engage and co-create and how that impacted project delivery and timelines down the track. For example, one of my clients' projects ran over a year overdue because they missed this step. Then get them to reflect on changes they led previously where they missed this step and what the results were. You can also give them their own immersive experience of the power of engagement and co-creation: for example, spend some time co-designing the Benefits and Inspirational Change Vision in a workshop then ask the question if it would have resonated if they'd been told the outcome rather than shared in creating the outcome. Finally, remind them that engagement doesn't happen overnight - it happens throughout the project and inviting feedback and input now is an easy and fast way to start engagement early. And Change Management is often keen to jump in and help with this.



Q. What happens if we get pushback for asking for feedback because the client/project doesn't want to "give people an opportunity to complain"?

As discussed on the webinar, people are going to discuss the change either way and you might as well gather the complaints and feedback out in the open rather than let them fester behind closed doors. If through engagement you can get some of the detractors to change their tune publicly and advocate for the change, this can be more powerful and authentic than glossing over messaging with an inauthentic whitewash. Plus, it's up to you to decide if the feedback is justified!



Q. Why would I choose engaging a Change Management consultant over hiring a contractor or employee?

The benefit to the project or client in hiring a Permanent / Fixed Term or Day Rate Contractor who is essentially an employee with set days and set pay is that you can build out a team, you get a guaranteed workforce sitting ready and waiting, you can manage your budget better with the types of salaries and day rates offered in the employment market, and you can retain capability in the organisation if the person stays long-term or rolls their contract. But the costs can be that you're stuck paying people even when project work dries up, that you get coasters in your team who don't want to DO any actual work or add real practical fit-for-purpose value (and it's actually pretty hard to lay people off in Australia... performance management or redundancy, take your pick), and in the case of contractors - they move on and take their awesome Change skills with them (though sometimes even contractors aren't the cream of the crop...).


With independent Change Consultants, you get someone super experienced and expert who can deliver high quality at speed, with higher pay but for short bursts or outcome-based packages (which can be more cost-effective long-term). And you get an external trusted advisor who sits outside the business who can influence into the Board, C-Suite, and Senior Leadership, provide alternative viewpoints and approaches, and support and coach you as a leader leading change. Plus - what I personally love to do, which is build change leadership capability for you and your teams and leave that valuable skill in your organisation. Independent Change Consultants like me are so good that we're often super busy, so be sure to engage us early if you want our help so we can build you into our pipeline. Contact me ASAP for a confidential chat if you want Change Services or Change Capability - click here to get in touch with me.


So...

If you still haven't watched the webinar, click here to watch it. The FAQs will make so much more sense! And can't wait to hear your thoughts in the interactive survey because this Future of Change white paper is going to be EPIC!




Lata Hamilton is a Change Leadership expert and the creator of Leading Successful Change, a 6-week course that will grow your confidence to lead change end-to-end so you can have the influence and impact you want. Find out more and register for the program here.



8 views

Comments


  • LinkedIn

©2024 by Passion Pioneers Australia. Privacy Policy. Proudly created with Wix.com

bottom of page