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The application of Artificial Intelligence (AI) in change management

Artificial Intelligence (AI) is improving our ability to manage change

AI in change management

AI will revolutionize the way we manage change in our businesses. It will provide us with new tools and insights to support the change management process.

The Piilo Group is currently looking at two areas:

1. The application of AI in change management

2. How we manage change when robotics and AI are introduced into organizations.

AI is unavoidable if you have a long-term business strategy to stay competitive and relevant in the market. However, executives are questioning how to apply AI to their current operating models. What are the potential change impacts? How do they manage the change without disrupting their business operations and revenue streams? What is the ROI of AI?

 Change management refers to preparing, supporting, and enabling individuals, teams, and organizations to effectively transition from a current state to a desired future state. It involves a structured approach to managing the people side of change, including changes to business processes, systems, and technology, to achieve a desired outcome.

Here are five areas where AI will assist change management in future:

1.   Comprehensive change impact analysis and data sets

     Change managers will use AI and larger data sets to analyze change impacts. Data will include business analytics, employee data, market information, surveys and assessments. The scope of impact assessments can now be defined as broad or narrow as required and completed within the same timeframe. All are leading to more accurate recommendations and actions for improved business results.

2.   Personalized communication and engagement

AI will help change managers deliver personalized communication to specific employee groups. AI will further provide real-time feedback from employee actions such as data input. This will drive required support, whether information, guidance or training, during the transition. Personalized communication will help build higher levels of employee engagement. In addition, it will improve the overall success of change initiatives by accelerating performance levels post-go-live.

Employee learning and development with AI

 3. Continuous workforce learning and development

Change managers and solution experts will apply AI to upskill employees. This will help with faster adoption of changes in technology or processes. We will use AI to train employees through simulations and on-the-job interventions. We will assess “real” competency levels based on accurate data. Employee data input and outcomes will be proactive drivers for development interventions. In essence, AI supports the concept of a continuous learning organization. Ensuring talent aligns with business strategies and demands.

4.  Predictive analytics to mitigate risks and help decision making

In future, change managers will use AI to analyze data from multiple sources. This will improve our ability to identify potential obstacles and risks for change initiatives. AI will help define action plans and predict the outcome and success of risk mitigation. We will use AI to predict the impact of changes on business strategies, metrics and operations.

5. Automating change delivery processes

Last, change managers will use AI to automate routine change management tasks. This includes updating documentation, tracking progress, and monitoring compliance. It will help to reduce the administrative workload of the change management team. As a result, it leads to improved change management efficiency. 

In conclusion, AI might threaten our current way of thinking and being, but it opens up opportunities for an exciting future. As with introducing new technologies over the years, some industries will flourish, and others will perish. The impact of AI on how we manage business change is exciting. We must redefine the current change management models we apply as change professionals and leaders. AI has the potential to improve the efficiency and effectiveness of change management. It should be used as a tool to support the change management process, but not to replace it.