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The approach helps create internal support for the change process.","https://schema.org",{"og:url":32,"og:type":74,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":76,"canonical":32},"index,follow",{"doc_id":78,"site_id":7},249781,1790010308,{"code":4,"msg":81,"data":82},"success",[83,88,93,98,103,108,113,118,123],{"id":84,"doc_module":22,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},11,"Presentations",90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},18,"Letters",30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":4,"slug":125},158,"general-158",{"code":4,"msg":81,"data":127},{"doc_id":78,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":124,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":22,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":135,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":141},1099523882182,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Change Management:  \nThe Secret to a Successful SAS® Implementation  \nGregory S. Nelson  \nThotWave Technologies, Chapel Hill, NC  \nAbstract  \nWhether you are deploying a new capability with SAS® or modernizing the tool set that people already use in your organization, change management is a valuable practice. Sharing the news of a change with employees can be a daunting task and is often put off until the last possible second. Organizations frequently underestimate the impact of the change, and the results of that miscalculation can be disastrous. Too often, employees find out about a change just before mandatory training and are expected to embrace it. But change management is far more than training. It is early and frequent communication, an inclusive discussion, encouraging and enabling the development of an individual, and facilitating learning before, during, and long after the change.  \nThis paper not only showcases the importance of change management but also identifies key objectives for a purposeful strategy. We outline our experiences with both successful and not so successful organizational changes. We present best practices for implementing change management strategies and highlighting common gaps. For example, developing and engaging “Change Champions” from the beginning alleviates many headaches and avoids disruptions. Finally, we discuss how the overall company culture can either support or hinder the positive experience change management should be and how to engender support for formal change management in your organization.  \nINTRODUCTION ..................................................................................................................................... 2  \nAN OVERVIEW OF CHANGE MANAGEMENT ........................................................................................ 3  \nCHOOSING THE RIGHT APPROACH ....................................................................................................................... 4  \nWHY CHANGE MANAGEMENT MATTERS ............................................................................................................... 5  \nEXAMPLES OF CHANGE MANAGEMENT FOR SAS ................................................................................................... 9  \nBEST PRACTICES FOR LEADING CHANGE ........................................................................................... 11  \nCREATE A SHARED CHANGE PURPOSE ................................................................................................................ 11  \nESTABLISH A VISIBLE AND ENGAGED LEADERSHIP COALITION ............................................................................... 12  \nENABLE ENGAGEMENT AND COMMUNICATION.................................................................................................... 13  \nSUPPORT STRONG INDIVIDUAL PERFORMANCE ................................................................................................... 17  \nTROUBLESHOOTING CHANGE ............................................................................................................ 17  \nSUMMARY ............................................................................................................................................ 19  \nACKNOWLEDGEMENTS ...................................................................................................................................... 19  \nBIOGRAPHY ..................................................................................................................................................... 19  \nCONTACT INFORMATION ................................................................................................................................... 20  \nREFERENCES..................................................................................................................................................... 20  \nIf you want to make enemies, try to change something.  \n~Woodrow Wilson  \nInt","cbCainedh6K5FsT2","https://ap.wps.com/l/cbCainedh6K5FsT2","pdf",2506173,20,"English","# Introduction\n# An Overview of Change Management\n# Choosing the Right Approach\n# Why Change Management Matters\n# Examples of Change Management for SAS\n# Best Practices for Leading Change\n## Create a Shared Change Purpose\n## Establish a Visible and Engaged Leadership Coalition\n## Enable Engagement and Communication\n## Support Strong Individual Performance\n# Troubleshooting Change\n# Summary\n# Acknowledgements\n# Biography\n# Contact Information\n# References","[{\"question\":\"Why is change management necessary for a SAS® implementation?\",\"answer\":\"Change management helps ensure employees understand the change early and can learn before, during, and after adoption. It also prevents disruptions caused by delayed communication and unmet expectations during training.\"},{\"question\":\"How does the paper define change management beyond training?\",\"answer\":\"It frames change management as early and frequent communication, inclusive discussion, and support for individual development. It also emphasizes facilitating learning across the entire change lifecycle, not just delivering training.\"},{\"question\":\"What are “Change Champions” and why are they recommended?\",\"answer\":\"“Change Champions” are developed and engaged from the beginning to reduce issues and avoid disruptions. The approach helps create internal support for the change process.\"}]","Change Management: The Secret to a Successful SAS® Implementation - read online | PDF",1789253018,7]