Helping My Company Better Adapt to Change With Agility, Clear Communication, Equity, and Inclusivity

Successfully navigating change is at the heart of what Rebecca Sperry does as the People Team Mergers and Acquisitions (M&A) Program Manager at Cornerstone OnDemand. Sperry’s team is “actively involved in ushering in positive transformations within our company,” she tells us. Their work is important during all types of change — and particularly during acquisitions.

As for how Sperry manages this, the first step is empathy. “Understanding that change is a personal journey that affects everyone differently is why we make it our mission to genuinely understand and adjust to the needs of our internal customers,” she explains. “Navigating and facilitating this change has been at the forefront of our efforts recently, and we're dedicated to making the process as smooth and supportive as possible.”

To do so, Sperry started an innovative change management initiative that investigates how Cornerstone manages change. Through this work, Sperry was able to find many opportunities for self-reflection and learning, including determining areas where processes were working well and where the Cornerstone team could aim even higher. For example, their review highlighted “a need to enhance the clarity of our communication, particularly when it comes to the ‘why’ behind changes,” Sperry explains. “We also recognized the importance of incorporating a broader, global perspective and engaging with the right stakeholders at the right times.”

By utilizing these insights, Sperry tells us that she and her team were able to make positive changes, including:

• “Crafting a change management philosophy that aligns with our values and aspirations.”

• “Setting up a dedicated change management review team to keep us on track.”

• “Developing a suite of tools and resources to support us all in navigating change more effectively.”

And that’s not all! Sperry shares that a standout addition to their toolkit is the Equity in Projects Action Guide, which is an integral part of their Change Management Guide and Assessment. “While the Change Management Guide and Assessment break down the change to ensure that the team understands the full impact of the change and the different aspects the change impacts, the Equity in Projects Action Guide is more than just a document; it's a practical ally in our mission to embed equity at the heart of our initiatives,” Sperry elaborates. “It brings potential inequalities into focus, raises our collective consciousness, and directs our actions toward more equitable outcomes.”

Here, Sperry shares more about her role, this innovative work, and how she’s empowering the Cornerstone team to thrive in periods of change.

Tell us a bit about your role as a People Team M&A Program Manager. How long have you been in this role, and what’s your day-to-day like? 

I have been working at Cornerstone in this role for a year and a half now. What I love about my job is the constant variety and the opportunity to solve problems. Customer service has always been a passion of mine, so I enjoy working directly with the People team and customers from all areas of the business.

On a day-to-day basis, my job can involve a wide range of things. For instance, during periods when there are no acquisitions taking place, I support special projects within the People team. However, when we have an acquisition happening, that's when the work begins. It can be very busy for several weeks or even months. The ebb and flow of my role are what keep it interesting and enjoyable.

Next, let’s talk more about your change management initiative. What is the initiative’s goal, and what is your involvement in it?

Our change management initiative is designed to implement a well-structured plan with clear steps and timelines in order to streamline transitions and achieve goals efficiently. We emphasize the importance of supportive transitions to maintain employee morale and create a positive work environment. 

Our initiative encourages a flexible organizational culture that values learning from change to better handle future adaptations. We prioritize clear and transparent communication to outline the benefits of the change and secure widespread support. Throughout the process, we ensure equity and inclusivity by incorporating diverse perspectives and feedback to guarantee fairness. Stakeholder collaboration will be open and transparent, involving participants at every stage. Finally, our initiative embraces an agile mindset for continuous improvement and better outcomes.

Since our initial meeting last year, my participation in this project and change management has greatly influenced my daily work. I have played an active role in developing the tools and resources and have had the privilege of piloting them with the teams I supported in special projects. Building on this experience, I recently obtained a certification in change management from Prosci.

What were some specific positive outcomes from this project?

Prosci sums it up nicely: project plans are designed to ready the solution for the organization, while change management plans gear up the organization for new changes.

The materials we've crafted at Cornerstone are proving incredibly useful for all sorts of team projects, both big and small. Thanks to these resources, our team members can now clearly communicate what the change entails, its necessity, and the steps required to manage the transition. It's an ongoing effort, but we're already observing enhanced results in project performance. Teams are more prepared, implementing strategies proactively to guarantee project success and a smoother acceptance of change.

As we continue to leverage these tools and strengthen our change management capabilities, we're confident that we'll see even more positive developments in how our changes are implemented and adopted.

Can you describe three ways that this initiative benefits employees?

1. Enhanced communication. Employees express their concerns, ideas, and feedback more effectively, allowing them to feel heard and engaged in the change process.

2. Transparency and fairness. The action guide ensures that projects are managed in an equitable and transparent manner. This helps to prevent favoritism or bias, which can boost employees' trust and confidence in the organization.

3. Reduced resistance to change. Our Change Management Guide and Assessment can help to identify potential challenges or resistance to change early on, allowing teams to address these issues proactively. By involving employees in the change process and addressing their concerns, resistance can be minimized, leading to a smoother transition and better employee acceptance of change initiatives.

What are you most proud of about this initiative?

As the initiator of this program, I am proud of several aspects that it has brought to our organization. First, it has given me a deeper understanding and appreciation for the process of change and how individuals navigate it. By recognizing and acknowledging where people are in their journey, we can better address potential challenges and obstacles that may arise.

Additionally, I take pride in the fact that this program considers all aspects of change. We take into account factors such as the individuals involved, the extent of change required, the potential impact of these changes, and how they may be received by others. This holistic approach ensures that we are considering all perspectives and valuing the opinions and experiences of all stakeholders, rather than relying solely on our own assumptions and biases.

Do you plan to continue and/or grow this initiative in the future?

Yes, I plan to continue and expand this program in the future. The initial launch of the program was just the starting point. I have since become a Prosci Change Management Practitioner, which has further strengthened my knowledge in managing change. Building upon my background in project management, my goal is to integrate my change management knowledge into our newly formed Project Management Office. I am working with my team to define a project governance framework that embeds change management into the flow of our project charters, plans, and more.

Finally, do you think other companies would benefit from similar initiatives?

Absolutely. I believe that other companies would greatly benefit from implementing similar programs and initiatives. In today's evolving business landscape, organizations are constantly confronted with change. Without proper change management measures in place, employees can become disengaged and frustrated. However, by implementing effective change management practices, employees can gain a clear understanding of the changes taking place and feel supported throughout the process. This fosters trust in their leaders and the organization as a whole, ultimately leading to smoother transitions and increased employee acceptance of change.

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