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My Introspective

by Laurus Nobilis
My BrainCast

Performance Management

Change Management: Introduction (E)

 

Change Management

Why we need the changes and how we support the changes? How should we initiate, implement and sustain the changes?

 

Posted: Mar 2010


Changes are part of contemporary way of living. Some 50 or more years ago, the pace of changes was present, but at much slower rate. A few hundred years ago, there was even less changes. But today the rate of changes is accelerating rapidly in every aspect of our life. In our private life we see the changes every day. 

A decade ago we dumped our VCRs and replaced them with DVDs. Today DVD is fading away in front of Blue Ray and HD video.

In business world the same rule stands. What was actual yesterday, it is obsolete today. What is enough today will not be good enough tomorrow. Every organization, every individual within, need to keep up the changes. Otherwise it will become obsolete. It is the nature of human being to look for the comfort zone and try to protect it. But in order to survive in today's business environment, it is necessary to constantly move outside of the comfort zones. Otherwise you and your organization are staying behind the others, and eventually become obsolete in the business environment.

It is crucially important to understand that changes are inevitable. It is necessary to understand:

There are many change management systems. The drawback of most of them is their complexity. Due to their structure they are not applicable to small, daily projects and changes. The good change management system need to be simple, but still robust enough to support every change process within the company.



  • That Change is the part of daily life

  • What is your role in making the changes happen

  • What is required to deliver successful and sustainable change

  • How to empower people to become the agents of change

  • How to address the human ( emotional ) part of the change

Some researches shows that at least 65% of change initiatives fail. The implemented change that didn’t last a day after the project is „successfully“ completed is also failure in the change process. There are many reasons for failure of changes.

People sometimes allow themselves too much complacency.  They focus on one aspect of change instead on all aspects. They fail to make strong project team. They underestimate the power of vision, or they miscommunication the vision to all stakeholders. They fail to create short term wins. They may declare victory too soon. They forget that the culture is changing very slowly. Finally, they forget to follow up the change  process.

In order to conduct and sustain the change it is necessary to have structured change process. There are many change management systems. The drawback of most of them is their complexity. Due to their structure they are not applicable to small, daily projects and changes. The good change management system need to be simple, but still robust enough to support every change process within the company.

 

Related Reading:

Change Management - Introduction
Step 1: Engaging & Creating the Change Environment
Step 2: Building the Change Team
Step 3: Defining the Vision 
Step 4: Building the Communication Plan 
Step 5: Motivating, Empowering and Inspiring for Action 
Step 6: Supporting the Change process  

 

 

 

 

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