Change Management

Change Management

News, articles and tips on how to plan, implement, lead and communicate change in organizations for optimal impact.

  • Teams in Change Programs

    Teams in Change Programs

    Change program success depends increasingly on people working collaboratively within teams. Team Types in Change Programs You may be using teams in designing and implementing your change initiative. Or your organizational change program may be tasked with setting up teams of one description or another. Which of the following kinds of teams are you currently involved with? management decision-making cross-functional or functional improvement teams autonomous work teams project teams Whichever team types you are involved with, there are a number of considerations in making sure that your team setup and development activities are successful. Team Setup Team size is important.…Read More »

  • Training for Change

    Training for Change

    A critical part of any successful change program is skilling up people in a variety of roles. Change Program Training Plan Successful organizational change depends upon improving people’s capabilities. This includes skilling up the people working in the new environment – employees, customers and suppliers. Often forgotten about are the skill requirements of the people involved in bringing about the new way of working – the change drivers, implementers and enablers. Have you included all players in your training plan? How comprehensive is your training plan? Is it adequately resourced? Does it address each of the five key requirements for…Read More »

  • Change Program Stakeholders

    Change Program Stakeholders

    Many change programs fail because one or more key stakeholders were not engaged in the process of change. Change Program Stakeholders For your organizational change program to succeed, you will depend upon a range of people. These people can be divided into five stakeholder groups. A stakeholder is any person with an interest in the process or the outcome of the proposed organizational change. Consider each group separately if you are to avoid one or more groups falling off the edge of the map just when you find that you need them the most. The table below provides a description…Read More »

  • Employee Resistance to Change

    Employee Resistance to Change

    Excessive resistance to a change program will quickly kill any change initiative. Employee Resistance to Change – Why? No matter how well designed and planned your change program is, not everyone will be singing its praises. Employees resist change for a wide variety of reasons, ranging from a straightforward intellectual disagreement over facts to deep-seated psychological prejudices. Some of these reasons for employee resistance may include: belief that the change initiative is a temporary fad belief that fellow employees or managers are incompetent loss of authority or control loss of status or social standing lack of faith in their ability…Read More »

  • Five Essential Change Management Principles

    Five Essential Change Management Principles

    Adopting a principled approach significantly improves your change program’s chances of success. Taking a Principled Approach to Managing Change Many change programs appear to the innocent bystander as a struggle for power amongst competing interests within and without the organization. These programs can appear that way because they are. In the short term, these kinds of implementation seem to succeed. However, once the people forcing things in place start to weaken their grip, the change effort can fall apart very quickly. Short term success gives way to longer term failure. On the other hand, adopting a principled approach that engenders…Read More »

  • Why Change Programs Fail

    Why Change Programs Fail

    Most change initiatives fail to deliver the expected organizational benefits time and again for the same reasons. Organizations and the Change Imperative The rate of organizational change has not slowed in recent years. In fact, with the Global Financial Crisis continuing to send shock waves to all four corners of the globe, the frequency of change appears to be increasing. Consider the other myriad drivers of change. For example, the rapid and continual innovation in technology is forever requiring changes to organizational systems and processes. Witness the startling growth of the internet and micro-devices, which is enabling much faster and…Read More »