Insight Magazine recently had the chance to sit down with two change management experts for a conversation about the current state of the art in that discipline and how it’s evolving with the accelerating pace of technology changes. Both Beverly and Beth are active members of Women in Technology (WIT), one of the exciting networking groups within OATUG. This, and hundreds of other Oracle applications and technology topics, will be presented and discussed in detail at OATUG's Ascend 2025 conference in Orlando, Florida, on June 8-11. To access hundreds of webinars and white papers, and to read Insight Magazine in full, join us.

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Insight Magazine: Tell us a little about yourselves – your professional background, what you’re doing now and how you’re connected to the Oracle user community. Beth, let’s start with you.

Beth McLaughlin: My journey with the Oracle community began as a Hyperion Planning (System 9!) administrator. At the time, I joined the OATUG community to connect with like-minded professionals who could help answer questions and inspire ideas when I encountered Oracle-related challenges. That sense of community drew me in, and it’s been a constant source of support and growth ever since. In 2016, I had the privilege of joining the OATUG Board of Directors, where I served for six years. During my time on the board, I focused on initiatives I’m deeply passionate about, such as the Women in Technology program and the Emerging Leaders initiative. These programs reflect my commitment to empowering individuals and fostering collaboration in our industry. Today, I’m a Director of Change Management at UHY, where I specialize in promoting the people side of change. I believe that successful transformations are as much about the people as they are about the processes and systems. I’m also proud to hold certifications in change management (CCMP) and project management (PMP), which underpin my approach to navigating complex projects with a focus on sustainable, people-centric outcomes.

Beverly Zoeller: I began my career in accounting and finance as a CPA, transitioning from public accounting into an industry accounting management role. In this position, I had the opportunity to experience a large ERP implementation from the end-user perspective, witnessing both the success of strong change management practices and the challenges that arise when those practices are lacking.

After spending the first 15 years of my career in accounting and finance, I took on the role of business lead in building a shared service organization for an order-to-cash facility, which included the implementation of new technology. This experience was pivotal, deepening my understanding of the critical role change management plays in helping teams adapt to new ways of working. It sparked my passion for the field, leading me to pursue a career in change management.

Now with 14 years of experience in change management, I’ve had the privilege of driving transformational initiatives for a diverse range of global organizations. In 2022, I joined UHY Consulting as the Director of the Organizational Change team, where I led the development of the UHY Change Framework and approach. The Mastermind series marks my introduction to OATUG, and I’m thrilled to connect with and contribute to such a dynamic and innovative community.

Insight: That’s great. Thank you for those introductions! Let’s start with the basics. Can you explain what change management is (in a nutshell) and why this is an important topic for the Oracle user community?

Bev: Sure! At its core, change management is about helping people adopt new ways of working. It’s the structured approach to guiding individuals, teams, and organizations through transitions—whether that’s implementing new technology, adjusting processes, or evolving organizational culture.

For the Oracle user community, this is especially critical. As we implement Oracle solutions, we’re not just changing systems; we’re impacting how people perform their jobs, interact with technology, and collaborate with each other. Without effective change management, even the best technical implementations can fall short if users don’t embrace the changes. By focusing on the people side of change, we can ensure smoother transitions, drive user adoption, and ultimately achieve the business outcomes these projects are designed to deliver.

By focusing on the people side of change, we can ensure smoother transitions, drive user adoption, and ultimately achieve the business outcomes these projects are designed to deliver. - Bev Zoeller

Insight: What are the common challenges organizations face when implementing new software applications, and how can change management help overcome these challenges?

Beth: A common challenge during software implementations is the temptation to skip documenting the current state and jump straight to designing the future state. Without understanding the current state, it’s difficult to fully assess the impact of the change or ensure the future state will meet the organization’s needs.

This is especially important because people tend to evaluate technology change based on how it will improve their existing processes and workflows. However, during the design phase, the focus often shifts to drafting technical requirements, while critical business process changes and role responsibilities needed to support the new system are overlooked. If these impacts aren’t addressed, it can result in resistance or disruptions to operations.

Change management helps by identifying these impacts early and providing tailored support to address them. It ensures teams understand and are prepared for how the changes will affect their day-to-day work. From a technical perspective, understanding the current state also helps design a future state that aligns with business needs. By bridging the gap between technology and people, change management ensures the solution is not just implemented, but also embraced and utilized effectively.

Insight: That’s so good. I’ll bet a lot of our readers have skipped or would have liked to skip documenting what is in favor of skipping ahead to designing what’s next. But what you said there makes so much sense. You mentioned making sure teams understand how the change will affect their work. How important is communication in the change management process, and what are some effective ways to get the attention of busy stakeholders and keep them engaged throughout what can be a pretty long process?

By bridging the gap between technology and people, change management ensures the solution is not just implemented, but also embraced and utilized effectively. - Beth McLaughlin

Here’s what I advise people on this:

• Be concise and clear: Use executive summaries or dashboards for high-level stakeholders who need quick, actionable updates.
• Use multiple channels: Whether it’s email, presentations, town halls, or one-on-one discussions, choose the medium that aligns with the stakeholder’s preferences and availability.
• Make it relevant: Focus on how the change impacts them directly—whether it’s improved efficiency, cost savings, or other key benefits that resonate with their goals.
• Create two-way dialogue: Communication isn’t just about delivering messages; it’s also about listening. Provide opportunities for stakeholders to share feedback and ask questions, fostering trust and alignment.

Ultimately, effective communication is about building a shared understanding and keeping stakeholders engaged and informed, ensuring the change initiative stays on track and has the necessary support to succeed.

Insight: That’s great. I really appreciate those actionable insights! How about those who are on the receiving end of all that communication? What role do end-users play in the success of technology-related change, and how can their involvement be optimized?

Bev: Sustained end-user adoption is absolutely critical to the success of any technology change. Even the most well-designed systems and processes will fail to deliver value if end-users don’t embrace and effectively utilize them.

To optimize their involvement, it’s important to engage end-users early and often throughout the project.

Here are some strategies:

• Leverage their feedback: Involve end-users in key project activities such as requirements gathering, user acceptance testing (UAT), and pilot programs. This helps ensure the solution is practical, meets their needs, and reduces the risk of surprises during rollout.
• Enlist change champions: Identify influential end-users who can act as ambassadors for the change. These champions can advocate for the project, share insights with their peers, and provide valuable feedback to the project team.
• Let them learn by doing: Provide access to the system in a training environment before it goes live. Hands-on experience helps end-users build confidence and familiarity with the technology.
• Provide role-specific training: Tailor training to different user groups so they feel equipped to use the system in their specific roles.
• Maintain open communication: Keep end-users informed about project progress, timelines, and benefits. Use language they understand and focus on how the changes will improve their daily work.

By involving end-users as active participants rather than passive recipients of change, you build trust, increase engagement, and lay the foundation for successful adoption and sustained use of the new technology.

Insight: It may be cliché to say, but it’s never been more true: technology is changing so fast! How is change management evolving with the rapid advancement of technology, and what trends do you foresee in this field?

Beth: As technology advances rapidly, change management is evolving to keep pace with more frequent and complex transformations. Key trends include:

• Data-Driven Insights: Organizations are using data and analytics to track adoption, measure readiness, and predict resistance, enabling more targeted and effective strategies.
• Agile Approaches: Change management is becoming more flexible, aligning with Agile methodologies to deliver support in smaller, iterative steps.
• Digital Tools: New platforms are introducing innovative communication channels and opportunities, allowing organizations to engage stakeholders, deliver training, and track adoption in new and more flexible ways.
• Cultural Resilience: Organizations are building cultures that embrace continuous change, equipping teams to navigate uncertainty with confidence.
• People-Focused Change: Even with technological advancements, the human side of change remains central, with empathy and support playing key roles in successful transformations.

continues to be a critical enabler of success in the digital age.

Insight: You’ve shared a number of insights already. What other advice would you give to technology professionals responsible for managing change in their organizations?

Bev: Start by focusing on the people, not just the technology. Here’s my advice:

• Understand the “why”: Clearly articulate why the change is happening, how it benefits the organization, and what it means for individuals. Emphasizing how the change will benefit individuals helps foster personal connection and drive motivation. A strong vision that ties organizational goals to individual benefits keeps people aligned and engaged.
• Leverage your resources: involve key stakeholders early and often. Identify and engage with team members who can help champion your initiative.
• Partner with project management: Change management and project management should work hand-in-hand. While project management focuses on delivering the technical solution, change management ensures people are ready to use it. It’s also critical to ensure the project budget includes dedicated resources for change management, as this investment is essential for driving adoption and achieving the project’s full value.
• Be patient and adaptable: Change takes time and can be stressful – there will be obstacles along the way. Stay flexible and adjust your approach as needed based on feedback and evolving needs.
• Celebrate wins: Recognize and celebrate milestones, both big and small. This builds momentum and helps everyone feel part of the success.

Insight: Fantastic! For those who want to learn more about all this, you’re moderating an upcoming mastermind series on change management with OATUG. What can participants expect to learn from that upcoming seminar series on change management?

Beth: We’re really excited about this! Participants will gain a solid understanding of the key elements of effective change management and how to apply them to their projects. The series will provide practical tips to navigate the people side of change, helping to drive adoption and achieve better results.

Attendees will also hear real-world examples from a panel of experts who have successfully implemented change management in their own projects. These stories will highlight challenges, successes, and lessons learned, giving participants actionable insights they can use in their organizations.

And if you join us for this mastermind series, you’ll have the chance to connect and engage with others through breakout room discussions. These smaller group sessions will allow for deeper conversations, peer learning, and sharing of ideas and experiences.

Insight: Bev and Beth, thank you so much for sharing your time and your insights on this topic with our readers!

For a much deeper dive on change management with Bev and Beth, register for the OATUG Mastermind Series: Integrating Organizational Change Management for Success. An OATUG-member exclusive, there is no charge for this four-week program.