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Change Management 101: Managing Change in Data Projects

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Change is the only constant in business, and it's up to leaders to make sure their employees are on board with it. If your company wants to succeed in today's rapidly changing environment, it's critical that employees learn how to adapt and thrive in the face of change. So, how do you encourage this kind of employee mindset?

Tune in as we discuss more on the different models you can use to successfully manage the change brought in by your data projects, who you should involve, and how leaders and change ambassadors can support it in your organization.

You will want to hear this episode if you are interested in:

  • [01:06] Why is change management important?
  • [02:39] Who is change management for?
  • [07:51] Defining change management in light of the digital transformation organizations currently face
  • [09:46] Tools and techniques for change management
  • [12:17] The ADKAR change management model
  • [13:25] The responsibility of attending change management meetings
  • [17:28] Does change management also contain good communication?
  • [18:39] Letting people know that changes are for their good
  • [21:23] How to overcome the fear of change
  • [21:56] More resources on change management
  • [24:23] Should change management include sustainability?

Notable Quotes

  • Change is not to be feared. It should be viewed as a challenge. Change Management, however, is different and must be a well-defined process.
  • The one change management piece or tool that really is correlated with the success of an implementation is sponsorship.
  • Every person can change, given the right tools and the right support.
  • Every single person learns things differently and pays attention to different channels. And I think that we need to cater to all of them.
  • The change management model puts everything in a structure and in order and it makes it a little bit easier to follow. And you'll be able to implement or use these tools in any of your initiatives that you're going to be part of.
  • Leaders have to help their teams understand the change, and convey that they will provide the teams with all the support that they can.

About Diana Firican

"Change is the only constant". Being able to navigate it effectively is the key to our professional, as well as personal well-being. The success of our employees translates into the success of our organizations. This is why we need to become experts at managing the people side of change!

As we move towards international and culturally diverse teams, a level of complexity is added to change management: the multiculturality. I am dedicated to not only helping organizations manage, but leverage multiculturality among and within their teams.

Diana is:

  • Engaged, lively & knowledgeable team player, actively contributing to peers' well-being, growth and success in the workplace
  • Relationship & network builder, with deep understanding of human behavior and team dynamics
  • Background of change & project management, business analysis, process improvement
  • Part of major restructuring projects in the oil & gas and healthcare industries
  • Seasoned in both corporate and government environments
  • International work and volunteer experience in Europe & North America
  • Knowledge of 5 languages (C2: English, German & Romanian; B2: French & Spanish)
  • A Certified Coach

LinkedIn: https://www.linkedin.com/in/dianafirican

Diana Firican

"Change is the only constant. Being able to navigate it effectively is the key to our professional, as well as personal well-being."

- Diana Firican


change management

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