In my earlier posts, I busted the myths that change management is just about communication and that technical implementation alone guarantees project success. Now, let’s tackle another misconception: the idea that change management is a one-time thing, neatly wrapped up by go-live.
It’s a mistake I see all the time—companies thinking that change management is a “tick the box” exercise, done and dusted once the emails are sent and the training’s completed. But let me tell you, change is not an event. It’s a journey. And if you’re serious about making your change stick, you need to treat it as an ongoing process, not just something you check off before the project wraps up.
Change Management Is More Than a Checklist
So many organisations look at change management like a final item on their project plan—something to tick off just before launch. They figure, “We’ve done the training, sent out the comms, and gone live. Job done, right?” Not quite.
Real change doesn’t happen overnight. People need time to adjust to new ways of working, and that adjustment takes support and reinforcement. If you drop the ball after go-live, even the best-laid plans can unravel, with people slipping back into old habits and routines.
Go-Live Is Just the Start, Not the Finish Line
One of the biggest mistakes I see is when organisations assume that the project ends at go-live. Truth bomb: go-live is just the beginning of the journey for the people who have to live with that change day in and day out.
After the excitement (and sometimes resistance) of go-live, reality hits. People start running into challenges they didn’t see coming. This is when frustration can set in, and without ongoing support, adoption can stall. That’s why change management shouldn’t stop when the system goes live. You need to stick around to guide people through the post-go-live hiccups and ensure they have the resources to stay on track.
Reinforcement Is Key to Making Change Stick
Here’s the thing: even if people seem to adopt the change at first, without reinforcement, they’ll revert to their old ways. It’s human nature. This is especially true in companies where old habits run deep.
To make sure the change sticks, you need continuous reinforcement. This could be as simple as regular check-ins, follow-up training, or refresher sessions. Leaders also play a crucial role here—when they model the new behaviours and visibly support the change, it helps teams stay on board. Sharing success stories of how the new way of working is paying off also goes a long way.
Monitoring and Adjustment: The Secret to Long-Term Success
Let’s be honest—no change journey goes 100% smoothly. Things will crop up that you didn’t plan for, and even the best change strategy will need tweaks along the way.
That’s why post-implementation monitoring is crucial. You need to keep your finger on the pulse to spot where things might be going off track or where employees are struggling. Feedback loops, like surveys or focus groups, can help you understand how well the change is landing and where you need to pivot. Change management done right isn’t rigid—it’s flexible, and it evolves based on the needs of the people going through the change.
Embedding Change into the Culture
The ultimate goal of change management? Embedding those changes so deeply into your company’s culture that they become second nature. You don’t just want people to go along with the new system or process—you want them to embrace it as the new way of doing things.
But embedding change takes time. It’s not just about systems; it’s about aligning behaviours, processes, and values with the new way of working. When you keep your focus on change management over the long term, you give your teams the support they need to fully integrate the change into their daily lives.
The Wrap
It’s clear that successful change isn’t just about communication or technical go-lives—it’s a journey that requires ongoing support, reinforcement, and adaptation. If you’re serious about making change stick, don’t treat it as a tick-box exercise. Embrace it as a continuous process that guides your people through the complex, sometimes messy, realities of change.
Your next project deserves more than just a go-live plan. It deserves a change management strategy that sticks around for the long haul. And trust me, your organisation—and your people—will thank you for it.
