Why Change Management Matters More Than Ever
Technology may be the catalyst for transformation, but it’s not the reason projects succeed-or fail. In this episode of Human-Coded, Casey Zaitz, Director of Agile Project Management and Organizational Transformation at M&S Consulting, breaks down what makes change stick in modern organizations.
The Three Pillars of Effective Change
Successful transformation happens when organizations balance three distinct but interdependent types of change:
- Technology Change Management: Focused on the platforms, systems, and tools being implemented. It’s the most straightforward but only works when paired with the other two.
- Process Change Management: Looks at how work gets done, identifying inefficiencies, redefining workflows, and building alignment across teams.
- People Change Management: The most overlooked yet most critical. It ensures employees are supported, involved, and prepared for the shift-not just told what’s changing.
Without people-centered strategies, even the most sophisticated tools will fail to deliver value.
Why Change Initiatives Fail
Many organizations struggle with change because key decisions are made in silos. Teams operate with different assumptions, communication is limited, and critical stakeholders-especially upstream and downstream teams-aren’t included in the planning. This leads to misalignment, resistance, and missed opportunities for impact.
Casey highlights that bringing the right voices into the room early can transform resistance into advocacy. Inclusion builds ownership, which in turn drives adoption.
Blueprinting for Better Outcomes
To solve these pain points, M&S Consulting developed the Process Impact Blueprinting Workshop, a two-and-a-half-day collaborative session designed to:
- Unite stakeholders across departments
- Identify points of friction and opportunity
- Map out current vs. future state workflows
- Establish shared goals and language around change
These workshops give teams a tangible, strategic foundation to guide the tactical work ahead. They also create space to address skepticism, invite feedback, and build consensus.
Advice for Leaders Getting Started
If you’re a leader preparing for a transformation, here are some practical first steps:
- Establish urgency: Communicate why the change matters now.
- Build a coalition: Secure buy-in across executive and operational leadership.
- Define short-term wins: Identify early outcomes that build momentum and morale.
- Anchor change in culture: Embed adaptability into how the organization operates-not just what it delivers.
Avoid change fatigue by sequencing efforts realistically. Trying to do everything at once often results in burnout and lower adoption.
Common Misconceptions
The biggest misconception? That technology alone is enough. As Casey puts it, technology is the enabler-but people are the difference-maker. Focusing solely on systems while overlooking the human side of change is a costly mistake. Change is inevitable, but successful change is intentional.
Connect with M&S Consulting
At M&S Consulting, we help organizations navigate digital transformation with clarity and confidence. Contact us to explore how we can support your journey.