When you introduce a chance to an organization, you impact the systems, processes, organization structure and job roles. When change occurs, there are two key aspects required to follow the change through; project management and change management. This blog focuses mainly on change management and the role that millennials have in it.

When change occurs, whether it be the result of reacting to a changing market, or preparing for new opportunities, it is more than the products or systems that are effected. There are real people within the organization that are effected, and that is where change management comes into play.

Change management is “the process, tools, and techniques to manage the people side of change to achieve the required business outcome…it is the tools utilized to help individuals make successful personal transitions resulting in the adoption and realization of change (prosci)”

According to ‘Driving Change with Sales Training for a Multigenerational Workforce’ from ValueSelling Associates and Training Industry, Inc., 55 percent of organizations reported that their change management training programs were tailored for Millennials and 71 percent of those companies report a positive net effect from that training.

So, why are such a large number of organizations tailoring their change management programs for Millennials, and why is this so effective?

Ilya Skripnikov of the Molten Group proposes several ideas as to why Millenials are often responsive and efficient with change. According to Skripnikov, and I think many of us can agree, Millennials have been subjected to rapidly changing technology (in particular) for their whole lives. This means that millennials are more likely to adapt and even embrace new technologies in the workplace.

As a result, they can be more proficient and willing to learn new processes and technologies on the fly than their older colleagues. Often even landing themselves informal roles of support.

This is good news for millenials, being one myself, we often feel like we have less employment opportunites, more education needed to enter positions, and so forth. But in this case we have a leg up, and it’s informed by our personal experiences rather than an institution.
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Read more:
https://www.prosci.com/change-management/thought-leadership-library/change-management-definition