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Change Management 100 Success Secrets
The Complete Guide to Process, Tools, Software and Training in Organizational Change Management
Change Management 100 Success Secrets Copyright © 2008 by Gerard Blokdijk
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. 100 Success Secrets is not about the ins and outs of Change Management. it answers the top 100 questions that we are asked and those we come across in forums. It tells you exactly how to deal with those questions.Change Management 100 Success Secrets Gerard Blokdijk There has never been a Change Management manual like this. with tips that have never before been offered in print. This book is also not about Change Management’s best practice and standards details. Instead it introduces everything you want to know to be successful with Change Management. Instead. our consultancy and education programs.
...................................................................................... 19 Why the Change Management Process is very Important . 31 The Certificate for Change Management ...................................................Table of Contents Changes to Management as Art ........................ 41 The Need for a Change Management Tool........ 39 The Roots of Change Management Theory ...... 22 What Makes a Change Management Team? .... 20 he Benefits of Having Change Management Software in Your Business ................ 29 The Academy for Change Management .................................. 14 An Example of a Change Management Model ........................................ 24 Timeframe Trial on the use of Change Management Software .. 32 The Risks a Change Management Consultant Faces From His Own Clients........................................... 34 A Broader Look at the Definition of Change Management ........................................... 13 Using a Change Management Certificate Template .......................................... 12 Appreciate change management through the use of cartoons ............. 27 Kotter’s Change Model of Management ............................................................................................................... 36 The Change Management of ITIL................................................ 38 The Model for Change Management ..... 43 .. 16 Techniques for Creating Your Own Change Management Plan 18 Strengthening the Change Management as implemented ............................................ 25 Change Management: Why Your Company Needs It ...............
........... 72 ...... Leadership and Management ... 64 Organizational Change...................................... 61 OCM: Organizational Change Management ...................... 66 The Training for Organizational Development and Change Management ............................ 69 The Template of Certificate in Change Management .......................... 52 Stages in Change Management Implementation................................................................ 51 Defining Change Management for Newbies .................................................................................................................................................................. 54 The Proper Management of Change........................................ 71 An Explanation of What Change Management is ........................ 56 The Factors that Come Into Play in Stakeholder Management Change .. 48 Conclusions for Change Management ................. ............... 60 What is Change Management? ................................................................................. 58 The Models for Management Change .... 45 The Effective Way to Conduct Change Management Training ............... 68 The Right Way to Implement Process Change Management ............................ 62 What is Organizational Change Management and What Can it Do for Your Business?................. 50 Change Management Conclusions are Important for the Success of a Change Management Program ... 46 The role of Computer Change Management in Human Behavior Change Management.................................................................................................................................When Belief Statements Become Effective Change Management Tools ................................................
......................................................................................... 74 Environmental Case Study Change Management Elements ........................... 88 Change Management Standard – A Step-by-Step Guide to Successful Change Process Implementations ...... 80 Change Management Conclusion – The Three P’s to a Successful Transition................ 78 Eight Steps to Successful Change Management and Organization ............................................................................... 94 The Skills in Change Management.............................................................. 98 Change Management Books That Can Help You in Your Business ....... 92 Tips on How to Apply Change in Management ..................................................................................................... 86 Handle Change Management through Presentations ....... 76 Can I Produce a Template for a Certificate in Change Management Myself? ...... 100 ................................... 84 Impact of Change Management to Small or Large Firms ................................................................... 82 The Grief Cycle – The Change Management Grief Resistance Tool ....................................The Change Management Workplace................................................................................................................................................................................................ 95 Easily Search Change Management Articles .................................................... 90 Change Management Strategies to Ensure Business Success ........................................................ 96 The Importance of Receiving a Change Management Award Certificate .. 87 The Change Management Process in Software Quality Assurance .........................
..............111 The Role of Human Resource Management in Change ................................106 The Speaker for Change Management ................121 Huse Change Model Management: The Basic Principles ................................................................101 The Importance of the Change Management Process in Software Testing .....................................................................................112 Collins’ Model – Linking Leadership with Change Management ...................120 Enhancing Productivity by Change Management – Keeping Motivation Alive in the Workplace ............109 Nutritional Time Frames and Trial Periods in Change Management ..................................123 What is the ITIL Change Management Scheme? ........................108 Basic Theories of Change Management ............122 The Importance of Change Management in Organizations ..........................Pictures of Change Management ....................................................................................104 Important Tips on Handling Change Management Projects ............................................116 Choosing the Model of Change Management in your Organization .............102 The Parts to a Great Change Management Project Plan ........................125 ............................................................................................113 Field Titles Change in Content Management .......................................................................................................................118 Documenting Change Management..................................124 The Journal for Organizational Change Management ...............................114 Definition of Change Management Presented Using the ADKAR Model ....
....... 131 GE: Organizational Change Management ... Performance......................... 135 The Meaning of Management Change... 127 Change Management of Large Businesses versus Small Businesses ............ 137 Models of Change Management – Devising Standards for Business Success ................. 133 The Basics of Management: People.............Large or Small Firms Experienced Change Management ................................ Change .. 147 What Does the Job of Project Analyst Process Improvement Change Management Entail? .................................................................................................................................................................................................................. 140 Organizational Change Management Program – Providing Solutions for Transition ................... 136 Microsoft Organizational Change Management .............................. 138 Keyword: CHANGE – Objectives of Change Management Training ................................................................................................................................................................... 129 The Book of Making Sense about Change Management ....... 148 ........................................ 141 Tips on Carrying Out Organizational Development Change Management................................................ 143 PowerPoint Presentation of Change Management – Getting a Glimpse of Change Management Concepts .............................................. 130 Technology Change Management: Keeping IT Up To Date ....... 145 Project Management Software Issues – Change Requests from Customers...............
..........165 How Do I Identify What is Planned Change in Educational Management? .................................................164 What is a Planned Change in Educational Management? ......................................152 Dynamism – Strategic Approach for Change Management..................................................167 The Human Factor – Writing Conclusion Examples for Change Management .............................................................................156 What Organizational Activities Fall Under Supply Chain Management? .....................................158 Theories of Change Management – Brilliant Mind’s Perspective of the Change Process ..........................160 What Are the Theories of Change Management? .154 How to Conduct a Study of Change Management Inventories Questionnaires.........................Software Change Management – Keeping up with the New Demands of the Target Market ....................................................................150 PowerPoint Presentations of Software for Change Management ............................162 Learn about the Three Types of Change Management .............................169 ..............................................................................................................................................................
When there is a slow down in the ability of the organization to serve or invest in a new initiative. but in managing the organization. allowing for increased expectations of what the employees can do. as it requires subjective outcomes of seeing the quantifiable results of change. Organizational systems and processes proliferate. The art of change management is a broad process. which enables every firm to make things faster. and one that requires professional expertise to introduce. the need for change is not only to improve its delivery of services to its clients. Changes to management cannot be done over time. Change is thought of as easy. In business organizations. There are members within the firm who are resistance to change. in satisfying customers. It is not a soft skill. change prevails. the need for change must occur and should be done immediately.12 Changes to Management as Art In every aspect of life and business. but some see it positively as a means of improving the organization’s state. Change is necessary in order to perform better than the normal conduct. it is an art. Changed in management may be seen as a drastic move. It requires skills for someone to implement change. but it’s not. . and easier access to knowing the needs of its clients. and fast delivery of the action or service. At same time. Change in Management increases as technology rapidly grows and innovations continuously evolve. as well as expectations for the organization. Change should be aimed toward improving the existing system and should be done continuously. as change will not be thought of if there is no need for it. Make room for change.
They simply look at change management cartoons. People in the organization need to be convinced. and re-think. some relate best to pictures. It doesn’t mean that communication can only be through written or spoken means. There are different ways to receive messages. it is easier and faster to grasp visuals. is through graphics. .13 Appreciate change management through the use of cartoons How people take information depends on their mood. Pictures or graphics speaks for themselves. While most people do better with written word and others by verbal communication. training seminars. or communicating them. With the change management cartoon. personality. The change management cartoon makes it comfortable for leaders to disseminate information. Business organizations should be able to address change management in different ways. graphics or cartoons. and with pictures that speak for themselves. management has an easy way of disseminating information. The use of one or two sentences to support a graphic is enough to explain what it means. especially if change management is being proposed. They can be presented during meetings. A person resistive to change gradually gets to understand the change. gets the meaning of the message. Most often. and later becomes comfortable with it. and without pushing people to read it. as personalities differ. at the initial stage. rather than reading articles. if viewed from time to time. upbringing and thinking style. One way of better understanding messages. The change management cartoon is an aid to help management communicate its strategy in a way that is entertaining and fun. and can even be part of posters found on the firm’s bulletin boards. to those who resist change.
The certificate bears a template that makes things easier for those in charge of managing the change. and better still. A change that does not produce good results should be given a second look. find an alternative to further improve the change. The word template represents a page layout pre-designed in electronic or paper media that is ready to be filled out each time a change management certification or request is made. and from time to time monitor how change management is being carried out to insure that it is carried out as planned. Change management should be monitored. participation of all its members should be encouraged. This is also called change management certificate.14 Using a Change Management Certificate Template As an organization opts for change management. The cause and effect of the change management should be communicated to all necessary staff. and studied to see how it can be handled better. management should always have a hand at resolving the situation. Individuals who are resistant to change should be talked to. and all results should likewise be supported. All changes pertaining to change management should be covered with a formal request. so as to assess its effects. should a new feature be determined to be necessary. . When things go wrong. so that a better appreciation of the need for change management is explained. The change management certificate template can also be changed or edited. A business aware of the need for change should support it.
The change management certificate template aids the business organization in finding out what, who, when, why and how change management takes place. Actions are communicated, as well as results, whether good or bad. With the change management certificate template, a faster response to the need is addressed.
An Example of a Change Management Model
Change is inevitable. All organizations change in small ways continuously. When dealing with big changes, organizational change management is important. There are several change management models being utilized and modified today. While they may have different approaches, depending on the situation they confront, their objective is always for the company to successfully implement the change process in a smooth and efficient way. The Lewin’s Change Management Model is still used today. Conceptualized by psychologist Kurt Lewin in the 1950s, it emphasizes three stages of change: unfreezing, modification, then refreezing. He explains that people do not usually accept change as a part of the work process, and would continually stay in their comfortzone. In overcoming this status quo, the organization must motivate the people for change to occur. Modification involves a transition from the current state to the desired state. This is the second stage in Lewin’s Model. The transition may be a little uncomfortable for most employees, but with proper motivation and good leadership, the firm will still be able to implement the change. The modification period is very critical because it involves a lot of training, skills transfer, and the most sensitive of all, personnel re-alignments and even reduction. The third stage, refreezing comes when the workforce has already embedded the change in their system--until another unfreezing happens. While Lewin’s Change Management Model may be an effective and simple way of implementing change, some criticize it for
not properly processing the after-effects of the change on the employees’ morale (like the fear of having another change coming). There really is no perfect approach for change. Integrating other change management models with Lewin’s is better than just using one model alone. You may also want to study Kotter’s Eight Step Change Model, Beer’s Model, McKiney’s 7-s Model, and Shaw’s Model.
you can guarantee sufficient control over the changes. In this way. Scheduling the events. Plan. such as training and seminars will help you in developing an organized Change Management. With the help of a Change Management Plan. It also outlines the change management plan and techniques. evaluate and implement the necessary changes needed in an organization. this will verify the success of your techniques. Organizing approach and principles: it is essential that principles and approach are made to effectively execute the strategies in change management. Change Management plans. you will be able to satisfy your customers. apply and schedule the events: planning and applying the strategies are very important. This plan also discusses strategies and incidents to fulfill the objectives of your organization. Development Manager is in charge of updating and maintaining the Change Management Plan. designation of responsibilities is very important. Here is how to organize the plan: Stakeholder Analysis: holds various stakeholders who are willing to implement change in the business. In creating a plan. There are programs to create a Change Management Plan available from most software companies. They can produce a project plan to help in the company’s change management planning. This plan provides a framework in managing and organizing communication and systems in a firm.18 Techniques for Creating Your Own Change Management Plan Change management is a very essential process in any business. . This process helps your company find and innovate new techniques and procedures to improve the service you provide. The Change Management Plan recognizes the main stakeholders that are involved in the project. Identifying and training them is important.
A change request is needed to communicate the results of the change. should carefully assess and monitor the results of the change from time to time. Businesses do not just create change for the heck of making one. The change management process conclusion. and it is the change leader’s task to anticipate actions and reactions. and that it will yield better results than what results they are currently getting. the change leader may get several viewpoints from others.19 Strengthening the Change Management as implemented In every change. Along with careful controls to remain on the "critical path. At the end of the journey is the achievement of one's goal.” there should be assurances that changes are carried out along the line as planned. They feel that change is necessary. it’s best to update it. The change management process conclusion is not the end. upon reaching the conclusion of implementing change. At the conclusion stage. The change leader should understand that individuals change viewpoints when new information is obtained and evaluated. . and there should be a gauge on when change management needs to be strengthened. Management always expects to get better opportunities. there is an end result. whether good or bad. being the final phase in the strategic implementation of change. and at the same time maintain the quality of its performance to its clients and employees. should require a thorough evaluation and readjustment of focus on the measurement of results and planning for the future. Span of control on the change should also be established. but merely that which ignites the start of new change. If needed. Businesses.
Change Management is the central function of Project Management. This is very important in achieving success for the project. you can easily monitor and manage the quantity of change. By going through this process. you can identify and recognize the requirements of change in your project.20 Why the Change Management Process is very Important The Change Management Process is a procedure of planning. It is also through this process that permission for change is officially granted before it even happens. satisfying the needs of your customers. The Change Management Process can help you handle all the change requests in your project. for it will give you a template in managing change in your projects. It is a very important process. The Change Management Process can also establish the feasibility of the requested changes. Not only that. You can organize the process of passing change requests. and . It’s important to go thorough the Change Management Process. It’s also possible to create a schedule to review the impact of the changes. Change always affects your capability to deliver projects. Through this process. It also identifies the responsibilities of the people included in change management. and allowing the traceability of changes. and as a result. The main goals in the process are: maintaining and supporting the process of changes. It fully explains every step of the change procedure. assessing and implementing changes to a system. The key steps for handling change are included in this process. it illuminates the approval process and reviews changes in a project. giving you huge benefits by developing your system.
For you to effectively control projects. . you can use the Change Management Process to successfully execute your plans. This will give you a tool to help you deal with change easily.21 increases your expenses and operation timeframes.
Change management software is designed to make procedures easier and cleaner. just in case implementation of change fails. With the fast changing developments in technology. It can calculate and analyze the risks in relation to the change request. This software helps you to reduce intensive labor hours. It gives you the capability to monitor and approve change requests. . It can control and manage each step in restoration.22 he Benefits of Having Change Management Software in Your Business Change management is a significant process in any business. there is software that’s readily available to help you in establishing the procedures for change management. It has the power to customize your company’s change request forms to fit the current change management procedures. What are the key benefits of Change Management Software? One of the key benefits of this software is its capacity to control all change activity. If you are seriously considering Change Management in your company. This will result in reduced loss of quality. A suitable workflow can be provided by Change Management Software. it is very important for firms to find creative ways to improve their service. Change management software can give you access to other important key process information on organized and applied changes. Automating software in change management is a very convenient process for your system.
Change Management gives you a practical. successful organizations deal with different changes every day. They will be valuable to your company if their impact can be appropriately assessed. This can actually reduce the risks in your business and also promote an organized and strategic plan for change. applied and controlled. Applying these changes is not that easy. integrated and automated method to implement change. .23 These days.
The team is expected to have a “step back” attitude and not be judgmental. early. Technical expertise is also a vital factor in the selection of a change management team. For your people to trust the change within the organization. methods. management should come up with a team to handle the change and make it work. the change management team should likewise have the credibility and integrity to be trusted. systems. It is the employees’ responsibility to do their best to cope with the change. as well as the findings. and ways of positively interacting with employees' own situations and capabilities. An anonymous survey comment should be published. full communication at the start.24 What Makes a Change Management Team? The responsibility of managing change should be management’s concern and not that of the employees. The success of change management depends on how well the team performs. It’s best that people at work participate and have an open. One way of achieving a collective understanding of the change management approaches. The change management team should conduct a staff survey to address problems. The change management team should do its best to make change achievable. policies. and ideas is by conducting workshops. and fix them quickly. and also the responsibility to facilitate and enable change. As businesses impose new things. aims. . Management has the responsibility of explaining to its employees why change is being made. The team is also expected to help people learn to understand the reasons. In view of these issues. there will always be difficulties encountered by people.
25 Timeframe Trial on the use of Change Management Software Change management used to be designed over numerous hours spent at work. companies are given the chance to better appreciate the need for the software. and sitting down at meetings. Nowadays. The use of change management software is believed to have the following benefits: The change activity is orchestrated and controlled. change management can be done using software. The change management software is ideal for busi- . Provide for the accessibility to important key process information (KPI) with regard to plan and changes for implementation and their ramifications. For a company that wishes to implement change management. The ability to compute the risk related to the change request by the use of a risk assessment module. With the timeframe given for a business to try the software. The change requests from any location can be monitored and approved at any point in time and place. Allows the customization of change request forms to meet the needs of users. they may avail themselves of the trial period. as agreed upon by the software provider and the client. With these. Provide documentation and control of the workflow as a step by step guide in the event that the original state prior to change requests requires restoration. instances of quality loss as a result of uncoordinated changes are minimized. as well as making things simple in terms of processes and understanding terminologies. The change management software is made available based on the timeframe.
.26 nesses that look forward to automating or establishing their change management procedures and processes.
A normal delivery process is one of the jobs that needs to be done in a business. It actually refers to creating changes in an organized and systematic matter. Ways to Manage Change. You have to investigate and understand the necessary changes needed in your company. There are different ways how to manage change inside and outside your influence. Without knowing and understanding. Planning and organizing a bulletproof plan is very important. You can’t disregard and ignore it in your company. In a company. Stakeholders are those who show interest in change. which focus more on the needed changes in your organization. Here are some tips on how to manage change projects: Analyze and identify the change. Even though you cannot avoid resistance to the changes. Change management intends to efficiently apply the new techniques and processes in your company. They need to be dealt with properly. . you have to let people understand the purpose of change in your firm. products and changing places. That is why it is very critical for organizations to understand this aspect. But there is also what we call change activities. change is destined to create serious problems. or those who intend to undergo change. It takes the task of handling change. Although change can happen without shifting jobs. Common change management refers to the aspect of information technology systems development projects. Build a plan.27 Change Management: Why Your Company Needs It Change management can be defined as a control mechanism in an area of practice. Stakeholders management is one of the main reasons for failed change. Change is inevitable. there are different kinds of tasks. change can happen first inside your mind.
.28 Apply these changes in your company. Organizing change and utilizing the techniques to monitor the outcome is needed to know if the change is appropriate.
There are several well accepted change models of management. They should be able to influence teamwork in the organization. 4. adaptation is one of the key factors in an organization’s survival. Kotter’s Eight Step Change Model of Management explains that there are eight essential steps in an organization’s change management. and comply with the company’s vision of the future. . Communicate Vision: The vision must be communicated properly. and employees must be able to understand it thoroughly. Establish Vision: An organization with a clear vision on how and where it wants to be in the future will be able to direct its employees in achieving its goals. 5. All of them have been scientifically proven to be effective in the management of change. 2. After all.29 Kotter’s Change Model of Management An organization will always go through various changes in its lifetime. They are as follows: 1. Change Team: This team should involve respected members of the company and department leaders impacted by the change. 3. Empower Others: Employees who feel that they are empowered by the firm to achieve the vision will be more motivated to cooperate with the transition. They should be able to explain properly why this is important and urgent for the company’s survival. Initiate Urgency: Organizations need to establish a sense of urgency within the employees to effectively implement change. This creates a sense of responsibility for the employee.
8. Embrace Culture: The final step in this change model of management is to permanently institutionalize the new approaches by embedding them in the company’s culture and leadership succession. new ones should immediately follow in order for the firm to be able to achieve the bigger goal.30 6. Easy Goals: By creating short-term goals and rewarding employees for achieving it. the company will achieve the bigger vision in a step-by-step approach. . 7. More Goals: After achieving their short-term goals.
develop and inspire the management team of any stage. try to consider the factors stated above. and to motivate them. and must be able to manage their state. The academy must be designed to challenge. In looking for the right academy to enroll in. and to develop sustainable success by continually developing changes in the firm. The concepts proposed by the future manager must be made to add values to the activities within the organization. They must also be motivated by the academy to be their very best.31 The Academy for Change Management The purpose of an academy offering courses in Change Management is to position an organization or business to have a competitive advantage. . People who are interested in enrolling in the academy must look for one that offers different benefits upon completion of the course. The academy for Change Management is expected to produce managers that have the most advanced skills is management. The students must be able to identify the activities that need to be done for each phase of the change. They must be able to build rapport easily with everyone they interact with. and learn to have an understanding of the effective methods of communication. because the choice of academy will tell what kind of manager the person will become in the near future. The courses offered in Change Management must enable the student to have knowledge on how to manage change effectively. He must also be trained by the academy to oppose the resistance of the employees.
The certificate given to him is an acknowledgement that he took a program that provides him knowledge about Change Management. the impact. The building. an understanding of the changes within an organization. Prepare for the meetings of the Change Advisory Board. testing. He’s learned how to influence change in an organization. and implementation of the change must also be supervised.32 The Certificate for Change Management Change is constant and inevitable in any organization. People awarded the Change Management certificate must have the following abilities: Able to plan for the Change Management implementation. the benefits. and the skills he must learn to facilitate the development and implementation of the changes successfully. Be able to handle any back out for changes that failed. . Have the ability to organize the Request For Change or RFC. and the risks of the changes that are proposed. it is necessary to award them for their achievement. A person who successfully finished and passed the course may be regarded as an effective agent of Change Management. When people take a Change Management training program. Agree and justify the proposed change models and standard changes. both in his and other people’s actions. Evaluate and prioritize the cost.
and posses the qualities of a competitive Change Manager. The certificate for change Management is only awarded to those people who are determined.33 Be aware of the tools that support the implementation of Change Management. . and determine how to make improvements.
On the contrary. no consultancy can survive if there are no clients.34 The Risks a Change Management Consultant Faces From His Own Clients You usually associate clients as being necessary for your change management consultancy business to prosper – after all. all seems to be proceeding normally – the change management consultant is hired. they may seem offended. the client (or his subordinates) surprisingly will not react positively to the progress that the change management consultant is making. he identifies the causes of problems that crop up when the changes are being initiated. did you know that a change management consultant can suffer harm from the clients themselves? Here is how a client (and his representatives or subordinates) can sabotage the efforts of a change management consultant to initiate and establish an effective change management program in the client’s organization: First. and proposes a program that will resolve this situation so that the changes can be properly carried out (and hopefully the change management consultant can then move on to his next client. and perhaps be even downright hostile.) However. and when the consultant came up with an effective solution? . But. after the consultant has proposed his solution. What happened between hiring the change management consultant.
and/or they feel that the consultant places them in a bad light as members of management by coming up with a solution to the problems. which thus puts these members of management in a good light again. . so the client and his people can implement it themselves. the poor change management consultant is placed in an uncomfortable situation. since they seem like the heroes in the situation. and other subordinates may have realized that either: they could have thought up the solution proposed by themselves.35 What the change management consultant may not have expected is that the client and his managers. to the unwary. the consultant may opt to leave after proposing his solution. Whichever holds true. To resolve this.
and Principles. There are certain elements that come into play when a Change Management process is introduced into a firm.36 A Broader Look at the Definition of Change Management We know that Change Management. Functions refers to the purpose of the project. These are called Functions. or set in place. They occur within an organizational setting. or perhaps the components of the organization itself. the environment may in turn also affect the project. which may be influenced by the project outcome. Will it succeed as it is currently designed? Or are there other elements that have to be tweaked first before the project can accomplish its goals and fulfill its function? Environment refers to the elements in the surroundings of the firm. by its very name. while a goal would be the objective that the project aims to accomplish. Goals refers to the specific change(s) that the project aims to put into play. Since the change management project does not exist in a vacuum. involves management of changes. Goals. should the project be successful. Resources are defined as the scalability and capacity of the project. Any project has to serve a specific purpose (function) or else it’s meaningless. It differs from function in that a function would be the reason the project exists. . meaning changes do not occur in a vacuum. Resources. Environment. or what products or services are expected to be produced by the company.
. since it tries to foresee whether the functions will be affected in any way. or else we can say the principle of the project has been violated somehow.37 Principles is concerned with function in a way. You can say a basic principle of a change management project is that it should not hamper the function(s) in any manner.
and controlled in a systematic way. The plan for the set up and the ongoing strategy for Change Management in a particular organization helps support the entire IT service management infrastructure. and lastly. the organizations of the IT service including the organizational structures and its procedures. scheduled and implemented. . and the documentation. monitored. it is important that the change is managed. Change Management has the full responsibility for managing. This will help reduce undue disturbances to the IT services that are delivered to the customer. monitoring and controlling the way that the change is planned. The scope of Change Management includes but is not limited to the components of the information technology infrastructure like the software. initiated. This is to achieve its goal to improve the everyday operations of the organization. The Request For Changes or RFC can be developed to correct any fault in the IT infrastructure that was identified in the process of managing problems. The Change Management within the organization must be ITIL compliant and must also help to support different and complex options of the organization’s workflow. assessed.38 The Change Management of ITIL The main objective of the Change Management of ITIL is to make sure that the standard methods and processes are used for the efficiency and on-time handling of the changes implemented to reduce the impact of the problems related to the change done to the quality of the service of the organization. The Change Management also support or limit the success of the other processes of ITIL. Another scope of Change Management is the IT services or the Service Level Agreements (SLA). To make sure that the supply of the IT services are efficient. hardware.
The Model for Change Management
Change management aims at bringing better results that those currently experienced. In change management, one realizes that there are better ways of performing effectively, and at the same time cope with client's expectations. To implement change, come up with a model. There are various change management models, the most commonly used is ADKAR. It’s for individual change management, and was developed by Prosci with input from 1000 organizations from 59 countries. It describes the building blocks necessary for individual change to be successful, and it includes: Awareness – the business organization identifies exactly why there is a need to change. Management should have a clear and valid reason for coming up with a change program, and be able to identity how, when and where the change is to occur. Desire – the enthusiasm of supporting and participating in the change. This is also called harnessing support. Identifying the stakeholders for the change and knowing if senior management supports the change. Knowledge – the information necessary to know how to implement change. To find out whether the change plan is sufficiently scoped and resources are adequate. Ability – the skills needed to implement the new skills and behaviors. Ensuring that focus is given on both soft and technical skills. Reinforcement – the capacity to sustain change. The performance and success results should be reported. There is a need for a communication plan to be de-
veloped so that everybody is informed and aware of what is going on. Change management model is a tool to carry out change within an organization. Guided by the model, there is no reason for change management to be ineffective.
The Roots of Change Management Theory
Change Management Theory has its roots in different fields; namely, engineering, business and psychology. That is why change management is applied in different ways in different disciplines. If we talk about Individual Change Management, that refers to changing the behavior of an individual (such as to stop smoking or drinking.) Change Management in business pertains to changing technology and/or a business process. When applied on a societal level, Change Management refers to creating new laws or government policies to initiate societal changes. Regardless of how Change Management is to be applied or where, Change Management Theory operates on five key principles: The first is that people display different reactions to change, since each person is a unique individual. Second, all people have basic needs that they aim to satisfy, regardless of who they are or what their occupation is. Third, for every change initiated, the person or entity will have to lose something for the change to be successful. Fourth, people have different expectations about change management efforts, so all such programs have to be realistic.
And finally, that there will always be fear of change, and proper change management involves facing those fears in appropriate ways. When all five principles are applied well by the person or organization that undertakes change management, then the odds that change management will be successful go up significantly. This doesn’t mean failure will never occur, but rather that the odds of failure will go down by a great degree.
The Need for a Change Management Tool
Change management will not succeed if it comes from the idea of one and is not supported by all. It involves careful planning and implementation. The people affected by the change should be consulted and involved. Change made by forced or pressure to an individual may cause problems. Change management should be realistic, attainable and measurable. When businesses are run by network computers and services on demand require delivery through data systems, high levels of availability are necessary to quickly address the change in order to increase profitability and maintain their edge in the industry. Tools to help IT managers and administrators are in the marketplace to simplify the change management process. The change management tools include downloadable planning templates, readiness assessments, and guidelines for executive sponsorship on proposing change management, as well as how to manage resistance when change is implemented. Tools such as change management certification templates are available, and include training plans, communication plans, sponsor roadmaps, coaching plans and resistance management plans. These tools aim to provide guides to assess and implement change management strategy. The change management tools seek to help business organization to achieve the following: 1. The ability to manage change in individuals and not just the business. Change must not be imposed on people. The reason(s) for change should be clearly explained. 2. The ability to develop a change management strategy. 3. To formulate a communication plan.
4. To actively manage those people who resist change. 5. Tools guide and assist, simplifying the change management process, and save time and money.
The skeptics have an attitude that effectively says: “I do not believe that the Bible has the answers to my problems. But the first step must always be undertaken by the people – in the same way that no one can be hypnotized against his will.45 When Belief Statements Become Effective Change Management Tools A change management tool is a method by which the behavior of people within an organization can be adjusted so that the desired change is achieved.” But it all has to start within the mind and heart of the skeptic first. . no person will believe a belief statement if his attitude runs to the contrary. A skeptic who has changed his mind (or rather. the people should actually believe that these belief statements are good for them. you can accomplish much. Belief statements can be effective change management tools when certain conditions are met. unless that person changes his attitude first. who strengthens me. If you have the right attitude.” So Bible study is change management that aims to uncover the roots contributing to the attitude of the skeptic that prevents them from accepting Biblical beliefs. First. One good tool is belief statements. Second. his attitude) about Biblical beliefs will then adopt a belief statement that says: “I can do all things through Christ. they and you must take steps to adjust them. You have probably heard of born-again Christians conducting Bible study groups to which they invite skeptics. This will have a corresponding effect on their attitude. if you know of any attitudes existing within the minds of people in the target organization that may hamper the efficacy of the proposed changes.” The born-again Christian has the attitude that says: “I think it does and can solve your problems.
The decision-makers must set change management objectives for specific employee groups that are apt for their capabilities. and that means knowing how they really feel about the proposed changes. and the expected effects should be as simple. The changes proposed must not run counter to the welfare of the organization’s members. so doubtless there will be at least one factor that can skew the program’s results somehow. precise and clear as possible to eliminate sources of confusion and misapplication of the program. it’s important that all members of the firm be trained in the change management program. There should have been a thorough study done on any internal and external factors that may affect the outcome of the change management training in any way. No program exists within a vacuum. Otherwise. The language used to describe the proposed changes. After the training is completed. suspend all celebrations until it’s proven that the program is truly effective.46 The Effective Way to Conduct Change Management Training When change management is conducted in an organization. It helps to have a . The people who will initiate change management must be aware of who they will be training. and may even work in counter-productive ways. and the organization itself. the change management solution proposed won’t be effective since the firm’s members will be disorganized. The program should adhere to a clear mission or vision that can be communicated properly at all levels of the organization. Any hostility to the program may result in failure to a certain degree.
47 positive mindset. but expect glitches to be inherent in your program that need further effort to iron out later on. .
It is equally important to find out about the backgrounds of their people. Computer Change Management pertains to managing change in computer systems – it may be better known as IT change management. it is no longer sufficient to simply hire technically qualified people. which many people know when change management is mentioned. CEOs and managers are becoming more and more aware that it is not enough to iron out software and hardware glitches. what they think about their work. Nowadays. In IT companies. then put them to work on refining computers and computer systems. It is also important to find out how the attitudes of their IT personnel can affect how they serve their employer and the clients.48 The role of Computer Change Management in Human Behavior Change Management. and how satisfied they are with their choice of occupation. This new mindset of management came about in the wake of new findings about employee behavior as to when they are satisfied and not satisfied with the progress they make at work. their superiors. but nowhere are both deemed of equal importance more than in companies that are Information Technology service providers. and their co-workers. Human behavior change management is the more popular form of change management. Both computer change management and human behavior change management are important programs to undertake. People are not machines that run indefinitely once plugged into an electrical .
. it is not enough to simply pay them good wages sometimes. Its Technology Department staff do not just have technical expertise that makes them qualified to be IT technical personnel. One IT-dependent organization that recognizes this is the Landbank of the Philippines. so that all IT staff learn how to work with one another as people. They are now required to undergo teambuilding activities as well (both in and out of the workplace). Meaning. One wellreceived team-building activity is organizing each department into bowling teams that participate in friendly matches against each other.49 outlet.
The changes regarding the Information Technology infrastructure may develop reactively in relation to the incidents or problems.50 Conclusions for Change Management Fostering change in any organization is possible because the activities associated with Change Management enables every firm to ensure practices are used for the efficiency of handling change. There is a very close relationship between Change Management. Change Management is a very important process. Release Management. It ensures that the standardized methods. and Configuration Management. or limits the success of the process if proper management is not done. Change Management also maintains the appropriate balance between the need for change and possible losses from the impact of the change. Its objective is to make sure that standardized methods and processes are applied for the efficiency of taking over the changes for controlled IT infrastructures. This is done to lessen the number of impacts of all the related problems upon the delivery of service. . It’s an ITIL process that helps in the development of other processes. and the requirements imposed externally to the organization like legislative changes. It depends on the accuracy of the configuration data to make sure that the impact of the changes is known and visible. procedures and processes are used mainly for all the changes. Change Management is a discipline under the Information Technology Service Management. Change Management is also a way to enable the initiatives of a business for the improvement of the project and its services. or from looking for efficiency and effectiveness.
For example. or the way it was implemented was faulty. that may be too soon for results. But if the planners wait a year. and would like to resist instead. But if employee absenteeism goes up instead. One very important conclusion is that change management is deemed effective if it produces changes in the behavior of its target audience. . if the program planners expect results to show up within a month from implementation. success is proven if productivity goes up. hard-sell methods for initiating a change management program in an organization may not work very well. that may be more reasonable. The organization members (particularly employees) may believe they are being pressured to adopt changes that they truly do not believe in. if the program is supposed to change the attitude of employees toward their work so that they like coming to work. then something went wrong in the change management program – either the design was wrong in the first place.51 Change Management Conclusions are Important for the Success of a Change Management Program There are many conclusions in the field of change management nowadays that can be applied in general ways to practically all organizations. and then look for results. Another conclusion we can make about change management is that true results are only reaped over a reasonable amount of time. For instance. Thus. A last and very fundamental conclusion that can apply to any organization is that no one likes to be coerced into adopting changes.
The goal of change management is to prevent errors from occurring during the development process. Change management also allows authorized changes to work without interfering with pre-existing organizational processes. in and of themselves. The second category refers to changes that members of the organization are not prepared to encounter. Changes during product or service development can be subdivided into either authorized or unauthorized changes. and after changes are initiated. the impact of any unforeseen changes can be absorbed and mitigated. during. and vice versa. or of a massive magnitude (as when the organization as a whole shifts core competencies. as well as to limit the possible impact of these changes on the organizational processes that already exist. and whose possible impact on organizational processes may not be anticipated well enough. The first category pertains to those changes that decision makers within the organization initiate themselves. When change management is undertaken properly. so the organization does not suffer massive losses (financial or otherwise). or focuses on a new line of work). which means they are prepared for the impact of such changes later on. can be small (those involved in a group project).52 Defining Change Management for Newbies Change Management is a term used to describe the whole process of monitoring changes that are initiated while a product or service is developed by an organization. Changes. Change control procedures is used to describe the steps set in place before. .
the decision makers must communicate their plans to all members of the organization. so that everyone is prepared for what is to come. . particularly during establishment of defined change control procedures. and even external audiences.53 For change management to be successful.
“Refreezing” is the stage where a new mindset is crystallizing and the comfort levels of the employees returns to previous levels. Some take it positively. the change management team should be able to collect and analyze feedback to better address reactions immediately. They should be able to diagnose gaps and be capable of handling resistance.” At this stage. it is expected that the team develop a change management model to propose. and others do not. It is also at this stage that the business organization . "Managing Change" is the period of confusion and transition. At this stage. It becomes necessary if the organization feels that there is a slow down. The business organization should develop a change management plan at this stage and take action to implement the plans. As a result of unfreezing. There are three stages in how to implement a change management plan. They are as follows: "Unfreezing" involves getting rid of inertia and taking to pieces the current "mindset. ignore the defense mechanism. Business organizations should be able to define the change in management strategy. It’s in this stage that the change management team should be created.54 Stages in Change Management Implementation Change Management is often times not a welcome thing in an organization. or current activities hamper the effective performance of the organization. Some are resistance to change.
and success is only achieved if participation from members of the business organization takes place. Implementing change management requires skills. . developed by Kurt Lewin.55 should be able to implement corrective actions and give credit to successes. The model described above is also known as the Lewin Theory.
whether you are an individual or an organization. or will they be able to adapt to it successfully. This is where new ideas. The organization’s goal of changing the current state . technologies and processes are introduced to the individual for the first time. what’s important is the proper management of change so that there’s less resistance and more involvement. The importance of managing the transition period is crucial because it’s where employees will ask questions on where they will be upon completion of the project. Many companies now offer an integration of different change management models in their programs in order make the transition easier. It doesn’t matter whether it is a minor change or a major one. Reaching out to and motivating employees in order to address their fears and concerns will help the company in the proper planning and management of change.56 The Proper Management of Change Change will always be constant. A good management of change means a good management of transition. Communication is important because this is where the company can explain in detail the urgency of change in the organization. employee morale and productivity can suffer. or whether they will be replaced or retrenched. All change managers know that the transition period is the most critical and sensitive part of the management of change. it’s still very important that effective change management be planned and specific programs be designed to address employee concerns and fears. If this introduction is not planned and managed well. Although there’s no perfect approach. There are many approaches to the management of change.
57 to the future desired state can only be realized if all employees are motivated to move in the company’s direction. .
Finally. In this case. wherein the fate of stakeholders is managed or handled so that (when change is initiated) the status of stakeholders remains stable. When stakeholder management change is initiated that person is affected. Then there are the suppliers who also benefit from doing business with the company. the government agencies that rely on the business to provide taxes to keep the government running. stakeholder management change has affected employees. the clients/customers. For example: employees offer a new product to clients or customers. One of the organizations it’s easiest to identify stakeholders in would be a business. Stakeholder management change occurs when the organization changes the activities it uses to manage the fate of each stakeholder group. the employees who produce the goods and/or manage the service being offered. All organizations have stakeholders. regardless of the size of the organization or the number of members that make it up. which are affected by the business. they can also be surrounding communities. They can also be the clients or customers who buy or patronize the goods and/or services of the business. Stakeholder management change thus pertains to any change in the continuous process of managing the fate of stakeholders. and even business rivals. The stakeholders in a common business would be the investors and/or shareholders who put up the capital to start the business.58 The Factors that Come Into Play in Stakeholder Management Change Stakeholder management is a field of thought or discipline. it means that person has interests (financial or otherwise) in the organization. and even business . When you say someone is a stakeholder.
59 rivals. . If the product becomes in-demand among customers. there is another change wrought in the case of the investors and shareholders who find their initial investment profitable after all.
The anticipated and opportunity–based changes engage in purposeful actions. the emergent change and the opportunity–based change. This would be where the organization can presume that it will return to a steady state after. compared to emergent changes that develop spontaneously through the years out of the practices of the people with the technology. The model is based on major assumptions that make it different from the traditional models of change. Those assumptions recognize three types of change for the model: the anticipated change. The second assumption is that the different organizational and technological changes made during the process can’t be anticipated ahead of the estimated time. . but are intentionally and purposefully introduced during the change process as a response to any unexpected event. together with the installation of new software/hardware. together with the implementations of the technology make an ongoing process and not an event that has an endpoint. and they occur in the way intended. While there is no sequence by which the occurrence of change is defined. Emergent changes come spontaneously from local innovations. The first assumption is that the changes. The first are changes planned ahead of time. the development of the latest technologies often gives an organization change initially anticipated. and also the use of information technologies that is open– ended. and are not intended or anticipated from the start. or breakdown. The opportunity–based changes aren’t intended ahead of time.60 The Models for Management Change The model for managing change in any aspect is based on the research done in the implementation of the organization. opportunity.
and adjusted as necessary. the impact of the change on them should be considered by management. Change management may involve change in a new business process and/or adoption of new technology. Change management is seen by some as a threat to the position they presently enjoy. Such solution may entail change in the existing system or process that is being implemented in a business environment.61 What is Change Management? When things go wrong and you want them corrected. technological requirements. and motivation of its people. often there is resistance to change management being implemented in an organization. carefully monitored to ensure effectiveness. should be disseminated throughout the organization. and societies from the existing set-up to a desired set-up in the future. work processes. In as much as employees are the most important asset in a business organization. if implemented. . organizations. Change management should be able to look into the behavior patterns. To have successful change management is to have the cooperation of the people involved. teams. It aims to provide a framework on how to manage people when change is implemented. you must think of ways of dealing with the issue so as to avoid recurrence. and then create ideas to change the program. A business organization must be able to assess what its employees’ reactions to change are. The goal is to modify the new process and thus enable workers to accept it. It is believed that to be effective is to combine a change in organization management tools with individual change management tools. Change Management. Thus. Change Management is a management approach to change individuals.
62 OCM: Organizational Change Management In any organization. everything will inevitably fail. their goal is always to work with the organization in preparing the employees for the changes. directives. these changes can only be implemented if employees are willing to accept it. resistance can lead to sabotage. Change does not only mean implementation. But. The most important and critical part in the organizational change management is the transition period. organizational change management (OCM) is of vital importance in keeping your company ahead of competitors by preparing employees and key people for adapting to any changes in the workflow and work environment. or policies. If there is no proper involvement of the workforce. these fears and resistance can lead to unnecessary stresses and pressures that can then lead to less productivity and low morale of the workforce. skills. change is always constant. technologies and even new people for the first time. And it should always happen if you want your company to succeed in the business world. This is the period when companies let go of the current state and start to introduce new processes. there are now companies that specialize in OCM. Fortunately. technology. Although these companies offer different approaches in their OCM procedures. manpower. In severe cases. This change can be in the work process. Today. Without the proper organizational change management. and sometimes outright resistance. equip them with the knowledge. tools and methods to deal with the new environ- . It also means involvement. Among the biggest challenges companies face today in implementing desired changes are employee fears (whether real or imagined).
63 ment. This way. Going from the present to the future will always be challenging. the realization of all business goals is easier. . with proper organizational change management. everyone is involved and has a sense of ownership in the organization. But. Change is always constant.
OCM can help you maintain and establish change in your system. This can also evaluate the impact as changes take place. But. This is a serious process of planning. and the people who decide the success of this application. Change management techniques can also help you cut the costs of setting up your staff to initiate changes in your company. and understand the value of change. Some organizations use comprehensive solutions in OCM. and motivating employees to learn the new challenges connected with systems and technology changes. others need training in OCM in order to help and aid their employees. Of course. But. some companies don’t know how to solve and implement change. It can minimize any business trouble. Organizational Change Management (OCM) should meet the needs of your staff. which can recognize the main elements you want in the future of your business. Industries today recognize constant change in their organization. Creating and . And lastly. Organizational Impact Analysis can recognize what you need and want to change. They can identify the importance and long-term advantages. training. Most of them see it as a way to win over their competitors.64 What is Organizational Change Management and What Can it Do for Your Business? To have a competitive and successful company. Heads of organizations can determine the advantages of change. you have to organize and prepare your staff for changes in procedures and work environment. OCM should also have the ability to agree with your business objectives. This includes visioning. and can speed up the process of change and get a quick investment return.
. This can also give you an appropriate strategy and tools to organize change.65 developing Organizational Change Management techniques that go well with your business needs. and discover new innovative ways to do business.
Wide change in an organization includes changes in the mission of the company. mergers. re-engineering and many more. but some still struggle and fail at the effort. and not regarding small changes like hiring new people. new programs. Leadership and Management The concept of organizational change is about the wide change in an organization. Some people are very good. it is proper that they undergo changes in the different stages of development. Leadership concept is related to making sure of the effectiveness in any organization. . Experts often refer to organizational change as organizational transformation. new technologies. modification of a program etc. modifies a major section or practice. Leading has always been a very human activity. Leaders and managers continually make an effort to have significant and successful change. and managing changes. Many people make statements about strong leadership. For the development of organizations. and/or plans to change the nature of its operation. these occurrences are significant organization changes.66 Organizational Change. When an organization decides to change its strategy for achievement. operations due to restructuring. major collaborations. The topic of organizational change has become popular in communications about leadership and management. but do not really understand the “deal” about it. This term gives a basic definition to a radical reorientation in the operation of an organization.
. Management refers to the activities done by a group of people who plans. The success of change in an organization depends on the kind of leadership and management the person in charge does. organize. lead and coordinate resources.67 Leadership is not one of the general functions of a manager. These functions recur throughout the organization and are integrated.
like the groups that are either formal or informal. The center of Change Management is found here. and the performance of the particular organization. since most organizations are now focusing on the system’s structures and processes that have an effect on the people. particularly on how changes are managed. Training to become a certified OD practitioner is in demand since they sharpen their skills to the great challenge of measuring the results of the change done for the development of the organization. the culture of the work and its climate. and the design of the organization to improve its effectiveness using different behavioral science applications.68 The Training for Organizational Development and Change Management The development of every organization. and setting the direction of the organization on the right path for its accountability and productivity. Change Management tests the different organizations to succeed in times where a great change is implemented. The activities in the organizational development occur in the interactions of the people systems. influences the success of the business. communication between the people within the organization and the affected parties of the change. build the involvement and the commitment of the employees. The training in Change Management for the development of the organization has never been more critical. Organizations that seek greatness ask for the assistance of organization development practitioners that train mainly to become certified in their chosen field. implementation of the change. . and the measurement of the system in the period of the change. Training includes programs that help provide precision on the connection of the high-performing structures of the organization. The organization is trained to successfully plan.
Does this work? It might. These overkill efforts may not be effective because problems that occurred in the past may re-occur after completion of the ambitious methods. if the problem of low employee morale has caused productivity to go down.69 The Right Way to Implement Process Change Management Process change management simply refers to the capacity of a firm to handle changes in the existing and to-be-implemented organizational processes. For example. Maybe they can even point to a particular person (like a terror supervisor) who has caused their morale to go down in the first place. A better process change management measure would be for the organization to host employee relation sessions where facilitators would try to uncover the real reason for low employee morale. The problem though. The decision makers may resort to overkill because they have overestimated the causes of the problems in the first place. Applying the carrot instead of . is that they resort to massive or ambitious ways to manage changes in an organizational process. The shorter name for process change management is process management – both refer to the same function. Perhaps the employees dislike a certain policy that has been set in place and find that it derails their efforts to motivate themselves to increase productivity. the decision makers might address the problem by penalizing employees if their productivity goes down a certain level. but in many cases it does not because the cause of low employee morale has not been addressed. with many organizations.
. motivating employees to work more effectively and efficiently by helping create an environment open to hearing their grievances would be a much better solution to boost employee productivity. than simply penalizing anyone whose productivity goes down).70 the stick (meaning.
adds a classy touch. if desired. the duration of the training course is next. After the dotted line is a space where the name of the trainee is written. It’s appropriate to state the venue where the training course was held. The border allows good space for the various headings and text sections. and the logo of the organization where the person trained is also included. “Introduction to Change Management”. it is specifically the logo of the training organization that conducts a course in Change Management. To finish the template. The text requires a wellknown font and font size.71 The Template of Certificate in Change Management The achievement of the people who attend any training course must be acknowledged. It must state the name of the Change Management training course. This is where the phrase. . The next part is the description of the certificate. include the signatures of the people awarding the certificate. especially for the heading and the training course title. for example a phrase like. An example is. The template also includes the main heading where the phrase “Certificate of Achievement” is used. The template for a Change Management certificate is like any other certificate. It is very simple to print a training certificate on a quality paper. For this article. “This is to certify that…” is seen. Framing the certificate. After the title. The templates of certificates are presented to the successful trainees at the end of every training course or program. “A Four Day Course”. This includes the number of days. and the date.
he will be able to implement the changes based on expected results. so as to increase their morale and make them accept the change without resistance. there are two sub-categories for change management: Individual and Organizational. so the individual will support and become involved in the implementation of the change.72 An Explanation of What Change Management is What is change management? It is a scientific. The emotional factor of the individuals affected by the change should be taken into consideration. ICMs will tackle and attempt to disassemble the existing comfort-zones of individuals in order to effect a change. so that there is a smooth and efficient transfer from the current state to the future desired state. engineering and business. Since it encompasses a broad field including psychology. Individual Change Management is based on the behavioral models. the more effective the change will be. With proper training and skills transfer. A good organizational change management plan integrates individual change management so that it will effectively and efficiently modify the existing state of the organization to the future state without much resistance from employees. Organizational Change Management is a structured process of implementing change at an organizational level. . Properly present a good explanation on the need for change. We have to remember that the less resistance. and his role and responsibilities will be clearer. systematic and structured approach to dealing with change. This involves a lot of motivation. and good leadership skills because people will tend to be uncomfortable with changes. as well as the reason for it.
controlling and implementation.73 Three aspects are vital in both the individual and organizational change management: adaptation. .
which gets wider and wider through the years. Some countries posses a comprehensive and complicated system of laws related to industry. Changes occur depending on the system used by a particular organization. A comprehensive change management strategy is very important for all businesses considering changes in the workplace. change is always expected. Managing changes in a workplace can be a very difficult task without any understanding and knowledge of the interrelationship between the legal requirements of the collective agreements. and the contracts of employment that are applicable. and the changes in the market.74 The Change Management Workplace In a modern workplace. The planning of the appropriate legal change management before the implementation of the change. changes in the procedures. Knowledge in the broader relations of the industry. has its own challenges. unique for every employer. including an analysis on how the change will be implemented. and the strategy for communicating all the information needed by the affected party regarding the change procedure. including the roles of the different unions connected to the change. The economy. An audit of all the legal obligations of the employer to the parties affected by the change. The success of the strategy depends on the following factors: The objective of the organization for the change. It is the employee’s . is essential to the success of implementing change. There are technology changes. The legal requirement for change in the workplace is only a part of the picture. The tools necessary in change management in a workplace must measure the satisfaction of the employees.
75 prerogative to know how to deal with any issue within the organization where they work. .
which necessitates more production of electricity by power plants. Thus. Another factor to take into account is how well reforestation efforts can help reduce the impact of the heavy carbon footprint of urban dwellers. and Reduction of such emissions. One reason is that urban dwellers usually own their own vehicles. Of particular importance is the role of cities regarding greenhouse gases emissions. which directly emit harmful greenhouse gases. This means city dwellers have a bigger carbon footprint (the measure of how much carbon dioxide they are responsible for emitting) than people who reside in rural areas. such as when towering skyscrapers and residential apartments are built. Furthermore. if we are to survive the next 100 years of this millennium. These in turn release greenhouse gases into the atmosphere. environmental case study change management elements must take into account the factors of: Production of greenhouse gases.76 Environmental Case Study Change Management Elements We all know that climate change is already upon us. and we need to deal with it. Other sources of are construction sites. since the global scientific community already acknowledges that greenhouse gases directly contribute to climate change. it is a fact that urban dwellers tend to use more energy for their various activities. .
otherwise. .77 Proving substantially that reforestation helps minimize the impact of greenhouse gases emissions from cities would be very helpful. the human race will not survive its aftermath. and thus such efforts could play a strong role in slowing and perhaps even reversing climate change. Climate change needs to be reversed.
If you have a color printer. that would be really good. It is very important to show what the certificate is for in the main heading. The change management template simply shows you how the finished certificate will look. Yet. anyone who has adequate knowledge of a personal computer. and its word processing program can easily follow a template and create change management training certificates that are customized for the program of their organization. The first factor is the size and type of fonts to be used.78 Can I Produce a Template for a Certificate in Change Management Myself? Actually. then perhaps color the logo as well. if this is a Certificate for Completion of ITIL Training. Maintain adequate spacing between the content and the borders. You should then create very nicelooking borders (straight lines generally look much better than more complicated swirly ones). Select fonts that look good when used together. and create a classy appearance that will jive well with the other elements of the certificate. It is usually advisable to center all the content. black and white also looks good anyway. For example. since this is how the best certificates look. . then indicate that in the main heading with generally a larger font than that used for the rest of the content. You may choose to make that main heading bold or italicized as well. If you can have someone create or scan a picture of the organizational logo for integration into the layout.
a dry seal can be embossed on the certificate to make it look really official.79 Never forget to include the date when the training was completed. . Later. as well as the signatures of the people who are bestowing this certificate on the recipient.
John Paul Kotter is a Harvard Business School professor. His works include “The Leading Change” (published in 1995) and “The Heart of Change” (published in 2002). Establish the right vision for the team to drive work efficiency. To achieve positive results. everyone should join hand-in-hand in ensuring that the new processes remain intact. both made a mark on how organizations can actually manage and implement changes. who is widely regarded as the one of the world's most brilliant authors on leadership and change.80 Eight Steps to Successful Change Management and Organization Change management will definitely create a huge impact on the organization. and communicate the essentials to appeal and respond to people’s needs. There have been many change management principles formulated in the past. One of these is the John Paul Kotter’s eight steps to successful change. and finish the current phase before starting a new one. Set goals that are easy to achieve. Build a guiding team with the right emotional commitment and skill sets. Involve as many people as possible. . Empower action by focusing on giving constructive feedback and support while recognizing good work behaviors and achievements. while focusing on improving the system further. but only a few were applied by various organizations. Kotter’s eight steps to change model is summarized as follows: Increase urgency by inspiring people to move and make achievable objectives.
Reinforce the value of successful change by recruiting. . developing and promoting new leaders.81 Encourage determination by relaying up to date information on the ongoing progress of the project.
making decisions and plans to ensure success in every phase of the change process. it is still a must to embrace changes in the organization. there are still some exceptions that should be taken into consideration to decide if these hinder the change process from successful implementation. this means that there are certain policies that need to be revisited to determine if these still apply to the new goals and objectives of the company. (a) People: It’s a given that this is the most important aspect of the change process. they can focus more on what can be contributed. They determine how change management can directly influence the organization. There are many things to take into consideration when striving to draw conclusions regarding what transpired during the change process. Though it’s hard at times to unlearn old behaviors and techniques. There are three Ps to take into account. Though policies are governed by company rules and regulations. Policies: If we are talking about changes in an organization. rather than resisting team efforts on what needs to be done. (b) .82 Change Management Conclusion – The Three P’s to a Successful Transition Drawing conclusions because of change management is not an easy task. These are the people. This way. It’s because people working on a certain project are considered the front liners. policies and processes.
as finding simpler and/or better means of doing work is still a top priority. . But then again. it’s easy to carry out new processes. with the introduction of advance tools and equipment. Though there are some previous processes that should be kept. old habits are hard to break and so are old processes.83 (c) Processes: As mentioned. change is still inevitable.
usually management.” Most companies have adapted the stages of the Grief Cycle and these are as follows (in sequential order): Shock – a sense of being paralyzed. Denial . and in the long run. By studying the Grief Cycle you can understand an individual’s grief resistance to change. implement the new process. and work ethics that eventually will greatly affect the business operations. Depression . The role of change management is very critical to identify the impacts that changes will most likely have on individual’s behaviors. distant. and removed from one's feelings of grief. Bargaining – trying to get the best out of the situation.acceptance of the losses that may come in the way when changes are realized. “On Death and Dying. Use careful planning for changes within an organization to anticipate potential disruptions or threats.84 The Grief Cycle – The Change Management Grief Resistance Tool Change management is the identification of techniques or approaches needed for a smooth transition from an existing state to a desired one. a Swiss-born psychiatrist and author of the book. This is why assessing change readiness is very important to develop ways to successfully introduce. . such as resistance from people who are not yet ready for changes to take effect. MD.difficulty in accepting the reality of change. It’s a tool developed by Elisabeth Kubler-Ross. Anger – developing ill feelings toward the people responsible for the change.
. facing the reality and moving on to a new commitment.85 Acceptance – coming to terms with change versus losses.
large firms have advantage in terms of continuity of change management plans and strategies. large or small firms experience a degree of impact when the change is undertaken. It’s easier to deal with people in small firms. the broader an area change management is responsibility for. thus reducing cost and yielding higher revenues. as people in large firms have the tendency to create groups that more often than not oppose management’s plans. They may be variations as how the impact is felt. There might be differences as to the impact of change due to size. One of the reasons why change management takes place in an organization is to improve the quality of service.86 Impact of Change Management to Small or Large Firms Where change management takes place. The larger the firm. the amount of each incurred varies depending on the size of the firm. Large firms have greater resources than small ones. In terms of saving time and money. but it still remains that change management is a move toward improvement and success. change needs to take place toward better results in the future. Change Management in large firms and small firms has to be carried out as planned. and the task of delineating functions among affected groups within the change management. but just as it is. . support from executives. This also goes for handling people's reactions to change. they may entail a need to set up of strategies for the people to appreciate and understand the changes. In small firms. As change management takes place. holding a one on one talk can explain everything to its members.
but with the presentation. and needs to be addressed. One strategy for letting people know and understand change management is through video presentations. It’s a known fact that the instant reaction of people when change is talked about is resistance.87 Handle Change Management through Presentations A company that believes change management should take place may find it difficult to introduce the concept to people within the firm. It may come as a shock to them. The people in your organization may not be aware of the problem. if informed at a wrong time and place. it may become a disaster. they may begin to realize that such a simple situation has become a problem. It’s also from this strategy that the organization obtains support from all levels. . The business organization should care for its people. It’s one strategy for introducing change into the organization. This strategy gets people to hold off on their resistance to change. and introducing a new set up for better results. The presentation could start with a video about a workplace and show the implication of the existing problem. but if handled wrongly. and try to understand the situation. Now the organization begins to draw the people's attention. One way of introducing change management is through video presentations. The objective may be good. It lets people understand how to accept the realities of necessary change. Alternatives may be encourage to boots morale for those who may be affected by change management. thus there is a need for proper handling and planning of change management. The change management presentation is an effective way of communicating the current conditions.
This is why processes keep on innovating until establishing a close to perfect system. There are many activities associated with the change management process. they are: Identification of potential change in the system Changes may happen if a new functionality needs to be integrated. Constant feedback from users and/or customers is also encouraged at all times.The change committee should brainstorm to determine if the change request is indeed feasible and cost effective. a system problem has been encountered or a change request proposal comes in from users.The committee decides if the change will be implemented after carefully evaluating it. An essential part of this process is quality assurance wherein careful testing and evaluation of software applications determine if they meet the demands of the users and/or customers. Evaluation of change . as well as provision of solutions or fixes to possible system problems or glitches. This concept also applies to systems engineering wherein many change management process improvements are proposed to further develop software applications. Analysis of change request . Plan change . enabling the identification of additional features that may be incorporated with the current system.88 The Change Management Process in Software Quality Assurance Meeting (or even exceeding) customer’s needs is the ultimate goal of any business.Identifying the effects of the change to other areas of the business and creating a plan on .
Change implementation . wherein a review is made by the business owner or project manager for final approval. Review and close change . .89 how it will be implemented are included on this phase.Execution and release of change.The final stage of the change implementation.
(d) Additional attributes to Problem Reporting. Adoption: (a) Building communication overviews and designing training plans. It is a result of a series of consultations. such as enabling workflows and life cycles.90 Change Management Standard – A Step-by-Step Guide to Successful Change Process Implementations The change process does not happen overnight. However. . rigorous planning and careful identification of the different policies and processes that need to be modified to develop a certain business strategy. There are many ways to implement a change process. there are many activities involved. (e) Solution testing. Here is a step-by-step guide for change management standard implementation that can happen within an organization: Configuration: During this stage. These are: (a) Pre-implementation planning with the customer. a certain change management standard should be followed in order to ensure successful implementations. Change Requests and Change Notice. (c) Modification of existing templates previously used to comply with the new process. (b) Coming up with the design for multi-track change process. Deployment in production environment.
then it is time to develop strategies on where the implementation process starts. When these are identified. Training: (a) Introduction of new process to colleagues and stakeholders. but it does not apply to all organizations. Proper guidance from leaders is therefore necessary during these times. and how many people and processes were impacted. (b) New process mentoring. The change implementation process depends on how many changes were introduced.91 (b) Personalized training materials such as PowerPoint presentations and visual aids to enhance learning capabilities. . (c) Role based mentoring. Actual Roll Out This is a change management standard.
During these times. as companies tend to be more accepting of changes that will eventually make them stand out above the rest. Business reorganization and process development– Focus on how to develop different cost effective approaches to make sound decisions for business development. . New product development – Introduction of new products as a result of constant feedback from customers. companies have to find ways to do business better. Resource management – Careful distribution of resources needed to make things happen. business development planning is needed to establish achievable goals and formulate different strategies. Competition is very stiff. New market development – Use of improved marketing techniques to reach a wider spectrum of potential clients. Change management strategies are carefully thought of to achieve business growth and development that may lead to the following: Sales development – Increase in sales as a result of the development of new business strategies and initiatives.92 Change Management Strategies to Ensure Business Success To meet the demands of the growing market. People management – Selection of the right people to handle the work needed to implement business changes.
. then nothing will go wrong. International development – Developing new standards that will drive international recognitions and ties. Building a strong foundation. These are just some of the ways in which business development process can take place. and keeping the goals in place will definitely ensure business success.93 Strategic partnerships – Acquiring partnerships with other companies that share the same vision and goals. If change management was implemented properly.
You need to involve and consult people affected by these changes. This a chance to decide on how you can create changes. and why you need to apply those changes. if you push and force these changes on people. You don’t need to promote change as if you are in a hurry to apply it. especially from the managers. you have to explore the reasons why they’re needed right away. Realizing how much change you can achieve. But. . You have to check with those people affected by the changes in management to see if they agree with them. Managing change needs considerate planning and responsive execution. Any change in an organization can be troubling and needs support.94 Tips on How to Apply Change in Management Before you can start any change in management. or at least realize the importance of these changes. Change in management should be practical and attainable. You have to realize that these things are very significant in managing change. you need to manage and understand carefully how people can adjust and cope with the changes in the situation. even in dealing with your personal problems. You also need to plan how you can change it. that’s not a very good strategy for successfully instigating change. and achieving these changes. then conflicts arise. and be involved in their development and application. Identifying who is affected and preparing on how they react to it is very important. If you think it’s essential to obtain the necessary change in management. Instead. you have know what you want to change in your organization. and what areas of change you need help with are the two aspects you need to consider.
They claim that the measure of the impact of the training is only superficial. even if the project has already failed. He finds it easy to put the blame on those people who didn’t want the planned change to be implemented in the first place. . therefore acquiring soft skills only. Hard skills are those that can produce visible results in just a small time span. discussions regarding the usefulness of training to develop skills specifically in the change management area have been done. The training change management process includes both soft and hard skills of equal intensity. and typically involve a person gaining expertise over a particular task. while hard skills are very easy. Managers are judged by how well or poorly they apply their skills in the application of their chosen career. or those skills that only relate to appearance. Hard skills are well defined. are prone to trials. and possess objectives not in synch with the goals of the organization.95 The Skills in Change Management Over the years. Soft Skills are difficult to possess. people who have soft skills. An example of a manager with soft skills is one that resists changing the way the change is implemented. especially when it comes to managing change. Soft skills do not fit a world where time is very important and management demands effortless solutions to solving problems. Getting soft skills imposes burden on management. Most often in those discussions. customers challenge the values that can be learned from this type of training. While soft Skills are those that need interactions with other people.
but also psychology. All of these articles will help you determining whether your company is ready for change. Do a tour of their sites and you’ll not only find more information about their firm. how to integrate it into your company or how to make your people be ready for the change. The State of Virginia actually offers online articles that are quite valuable. then reading and studying some articles on the subject will help you get started. They may offer tips on how to initiate change management. . They often have summaries and sample pages for review.96 Easily Search Change Management Articles Change management has become more complicated and more sensitive as organizations grow. engineering and behavioral science. and can even improve your leadership and management skills. If your organization is thinking of initiating change management proceedings. Other sites offer links to published books that may be of interest to you. There are millions of articles out there—resources waiting to be discovered. You can easily get tons of information on change management articles on the web by going to your favorite search engine. Aside from offering classes and lessons on change management. they have hundreds of articles on this subject. These online learning resource centers will be your library of information on change management articles. They all have valuable information to share. It involves not only the business organization. There are also consultancy websites that specialize in change management. you’ll also get free change management articles that are very informative.
.97 So. if you’re looking for some change management articles. anywhere. thank the heavens that online articles are readily accessible anytime.
It shows that the other members of the same industry or occupation recognize that the organization (or award recipient) has shown remarkable progress in initiating changes in its processes. since it was selected above all others in the same industry or occupation for the award.98 The Importance of Receiving a Change Management Award Certificate We all know that it’s important for decision makers of an organization be able to design. so that the organization prospers from the changes. On the one hand. it puts a certain degree of pressure on the organization to sustain its efforts to be at the top of its game and be an industry leader. if the organization does really well in this endeavor. The good part is that. communicate and implement change management efforts properly. . Is it possible for one organization to consistently be recognized by the same award-giving body year after year? That is where the pressure comes from. so to speak. as befits one in the position of being an award certificate recipient. To be honored by your peers is actually a double-edged sword. then stay at that level without further improvements. remarkable enough for others in the same industry to follow its example. On the other hand. others within the same industry may have a faster learning curve and even use the lessons learned from the award recipient so that they can become industry leaders. An organization may choose to raise its game to a certain level. it may be recognized for its efforts with a change management award certificate. it does bring glory to your organization. If the organization does not make further changes.
. Even nonprofit organizations have to stay up to date on ways to change positively. they have to prevent themselves from becoming outdated in their field.99 All organizations have to fight against obsolescence. so that they remain relevant to their field.
It also deals with how change management is associated with the distinction between the management and leadership. systems. These books can help you in aiding your business in improving service to clients and your employees.author: John P. and management in your business. Here’s a list of the top books that will aid you in change management: The Unshackled Organization: Facing the Challenge of Unpredictability Through Spontaneous Reorganization . manage and anticipate change. he identifies the general errors in the implementation of change. deal. you can’t develop new ways to improve methods.by Jeffrey Goldstein. Kotter . And without it.this is another book written by Kotter that talks about the different issues about change.K. the only constant in this world is change.the author was described as one of the U. . by Charles Handy . He’s also the author of the best selling book.’s most important management thinkers. In this book.100 Change Management Books That Can Help You in Your Business As they say. This book is suggested by practitioners in Organization Development. The author is a consultant and management professor who studies the new ways change occurs.” These are just some of the best books that you can purchase online. There are different change management books that can help you with your various needs in managing and improving your business. Beyond Certainty: The Changing Worlds of Organizations. Force For Change: How Leadership Differs from Management: by John P. Leading Change . “The Age of Paradox and The Age of Unreason. Kotter – this book talks about the different strategies for change that are often unsuccessful because the changes don’t really modify the behavior. It is important for companies to plan.
Motivational pictures can remind the people daily of this important fact. dedication. they can use motivational and inspirational pictures. and also change to the people behind every organization. processes of the work. and the ownership of the organization. Select pictures that call attention to the people of the effectiveness of change to the organization. posters. Success. loyalty. The culture of any people can be seen through their languages. Pictures about teamwork in change management will remind the employees of how essential the cooperation of every staff member is when it comes to managing and implementing change.101 Pictures of Change Management The culture of every organization is a result of the beliefs. A picture of leadership can help convince every member of the organization that they’re leaders in their own way. In change management. Providing the big picture regarding where the organization is heading is also an important factor in creating commitment from the employees. and responsibility will ensure the tasks are accomplished. can be found from people. and customers. . Inspirational pictures can help create an environment for the people to be committed to all the goals of the organization. values. legends. stories. and practices in their daily work. and prints that will remind the people of the most significant and respected features they want to impart to them. which is the goal of every business or organization. investors. behaviors. and attitudes imparted by the employees. symbols. which can help reaffirm the goals of the organization for change. To emphasize the values and the culture the organization desires.
scalability and performance. dependability. the software development team should gain a holistic view of the entire software testing process. End users may think that quality software is simply software that can work for them when they need it.102 The Importance of the Change Management Process in Software Testing The difficulties that lie in software testing come from the fact that different people have different perceptions of what good quality software is. This rule is applicable to the testing of all types of software solutions – whether they are meant to be used by small-scale organizations or large enterprises. functionality. To find out if the change management process your software development team has set in place is the right one. precision. certain questions have to be adequately answered. Software developers have a deeper definition of quality software – it means software that meets the standards of usability. are the right tests being used to uncover the vital requirements demanded of the software? Second. multiconfiguration test conditions be experienced through virtualization? What tests should be conducted first? When do these tests become obsolete or outdated. as well as the ability to zero in on each stage of testing that the software has to undergo. To satisfactorily carry out the change management process in software testing. First. can these tests be used effectively on particular software configurations based on different platforms? Other questions to ask could be: Can complicated. and when should new tests be set in place to replace the obsolete tests? How does one define a software defect? How can a software defect be solved or changed? What progress is the testing team making in the software testing process? .
103 And of course. the final question should always be: Is this program ready to be released to our end users? .
as well as how the existing organizational processes stand to be affected after the program has been completed. the changes become impractical to implement. the change management project plan should list who are the stakeholders who stand to be affected by the project. The good thing is that there are commonalities between all types of change management project plans that we can identify and define. Third. This is very important so that the organization members are prepared to incorporate changes into their usual activities. Unless the organization and its stakeholders have unlimited financial resources. Fourth. However. the planners should determine the parameters to measure the change management project as to effectiveness and efficiency. all organizations have to be realistic and stay within budget. any change management project plan has to factor in the limitation of a budget. Otherwise. and which are superfluous activities. First. This also means tagging certain people or groups as change agents who have crucial roles to play in the change management effort. This helps to narrow down what changes should be carried out.104 The Parts to a Great Change Management Project Plan Change management seems to be a fashionable term being bandied about by people in different industries. . the term is so broadly used over a range of occupations that it seems hard to pin down what features to expect from a great change management project plan. Second. the decision makers have to be aware of what organizational processes currently exist. and what changes are to be implemented.
. However.105 This list is not comprehensive. understanding the tips here will go a long way toward creating a great change management project plan.
While there may be people who welcome change wholeheartedly. The change in the system. transfers and others should be explained to people so that they can participate in validating and improving the changes. The company will naturally feel some resistance whenever change management projects are initiated. If you don’t know how to effectively communicate with your employees and your clients it’s impossible to achieve change. This is a natural tendency of employees because they’ve already made their existing work a comfort-zone of sorts.106 Important Tips on Handling Change Management Projects Change management communication is an important part of the process in change management. and your patience and tolerance will definitely be needed in these situations. The ones who are more dependable in terms of skills and knowledge tend to be the ones who are more rattled with change management . policies. they may not be the right ones for the company. you have to be careful in doing mindset change and changing attitudes because it leans toward forcing people to change radically. in order for the company to move from its current state to the desired future state. and should not blame the people. It also suggests that the people you’re working with have the wrong mentality or mindset. then the company has the wrong implementations. you have to keep in mind that you have to involve people to achieve the desired change. change management projects will have to be implemented regardless of the strong feelings by employees. In creating your own projects. But. In creating change management projects. If your employees aren’t achieving their goals and targets in their jobs.
A good leader who practices management by leadership will eventually lead the company to success.107 projects. . The key here is to always be mindful of the employees’ strengths. feelings and weaknesses.
A Change Management speaker is one who provides researches about change management. In looking for the right Change Management speaker. and one that has been a featured speaker for Human Resource events and conferences associated in the industry.108 The Speaker for Change Management Change Management has been a popular topic for many professionals around the world. Look for someone that will provide you with all the things that you need to know about the organization where you belong. In looking for the right and best change management speakers. A good change management group includes instructors and executive presenters from large organizations. The instructors must offer examples and share values from their past experiences from managing big organizational change to ENRICH and solidify the key concepts of the program. and offers keynotes on Change Management through presentations and workshops for any event or conference. the speaker must also provide interactive sessions that prioritize experiential learning. be wise and try to look for speakers that possess the qualities mentioned above. with its end users coming from different organizations and countries. For the involvement of the audience. The audience must have a hands-on understanding of the best practices for Change Management. . with lessons studied from multiple researches. knowledgeable training. The models and the processes involved must also be holistic and enable fast understanding of an organization. look for someone that provides presentations that are customized. The methodology and the materials provided by the change management speakers must be research-based. The tools provided must be easy to use.
which he wrote in a book that investigates the environment controlled by Microsoft and other technology giants in the world. a money making machine. This includes putting an end to separating the workers and the boss in any socializing activity. Treating staff as equals instead of children is the concept of this theory. However. support creative dispute. make opportunities and activities for group interaction. few companies need to reconstruct new corporate structures and processes. These are just some of the alternative management tools that have been developed by clever micro-electronic companies. and other perks . and build independent teams. Now. and an essential process of organizing and improving your organization. James argues that extraordinary industries today have created “need” as the root of discovering new ways of managing companies. having abundant opportunities to improve and develop the systems in your organization. and these methods are based on the finest people in the business. This also means that it’s equally important to hire motivated people. Other theories include dispersing power to increase it. has vanished. Theories of managing change: You need people to substitute the economy. These came from Geoffrey James. He claims that the old idea of business as an instrument. it’s basically a community wherein managers communicate properly with their staff. you have to use the concept that your employees are your customers who trust and lean on your outstanding service and management. and create a “fun environment” in the workplace. This is a brilliant idea.109 Basic Theories of Change Management There are several theories of change management that are beneficial to organizations. That means. It’s a desirable skill. Companies today apply this theory and method. such as Compaq and Dell.
. These theories give companies a great advantage to develop their methods and further improve their services.110 in the workplace. Innovating new ways is very essential in keeping your clients and your employees both happy.
Change Management requires health considerations for all the stresses accompanied in the work of the change agents. There has always been an intensive corporate effort in keeping all the employees within an organization healthy and productive. and other wellness programs has brought new proofs about the cost savings to organizations associated with promoting health interventions. Employees and change agents are encouraged to attend this kind of program for a given trial period. This effort goes beyond health services that include programs for the prevention of any diseases that might affect the employee. The goal of this kind of program is to promote health culture and productivity. activity or nature of the work. and preventive health practices. Promotion of health programs is a very important component in the efforts of prevention. . The current study about the long-term impacts of the health of an organization. Nutritional programs that the company conducts can focus on areas like the use of tobacco. and change the attitude of managers at risk by making clear the benefits they can get. The study presented evidence attending and completing the trial period of the program has implications of economic savings for large organizations and employers. and to give economic benefits to the organization through the reduction of its health care expenditures.111 Nutritional Time Frames and Trial Periods in Change Management The health of company employees greatly affects its success. The vital element in this effort is to attract the participation of all employees. stress management. This fact has been increasingly understood. especially to the change management agents.
an employee sponsor. The HR professional. There has been a long-standing argument about the related functions of Human Resource Management. and its main duty is to decide what staffing needs the organization has. To guarantee the ability to contribute. training. and the viability of an organization. That role is to contribute to the achievement and development of the change in an organization's business plan and its objectives. and managing people in order for the organization to perform to its peak capability in a fulfilling manner. HRM also deals with the issue of performance of the personnel. making sure that they perform well. needed by the line managers. is a partner. the records of the personnel and the employee policies. an HR manager for change must think of himself as a strategic partner. Should it be organized for large organization? The Human Resource Department in today's businesses and organization plays a major role in staffing. accepting and training the best employees. and ensuring that practices in management conform to the company’s regulations. . and the choice of using independent contractors or hire employees to work on the needs.112 The Role of Human Resource Management in Change The function of the Human Resource Management (HRM) includes different activities. Their duty is also to manage the organization's approach regarding the benefits and compensations for the employees. and a change mentor. Human Resource Management for change processes has served EXECUTIVES AGENDAS very well. but was viewed as a block by some organizations.
They should have an acute understanding of all the issues surrounding his or her environment and act in such a way that it will be of value to many. In a goal-driven change process. Guiding the process to fruition. These five levels of leadership are the following: A keen understanding of “Zeitgeist”. Leaders should have a sense of direction by finding out ways to effectively motivate his or her colleagues. Identifying and understanding stakeholders will result in a clear manifestation of support for their core objectives. as cited by Jim Collins on one of his bestselling books. there should be a leader who will carefully evaluate all the pros and cons. One would be by communicating the company’s mission so they can pattern their values and behaviors with it. Strong leadership is necessary to focus on the objectives. organizational and industrial contexts. and outline these in the change process. and guide the people in achieving what needs to be done. Full-time commitment is necessary for him/her to work hard in completing what is expected to move the business forward. there are certain qualities that a leader should possess to transform from being good to great. . “Zeitgeist” is a German word that means “spirit of the times”. A great leader is knowledgeable as a result of exposure to geo-political. Defining stakeholders. provide support to subordinates and drive excellent results. Create a purpose.113 Collins’ Model – Linking Leadership with Change Management When changes in the organization are talked about and considered. Inviting the stakeholders in the change process will empower and engage them in reaching a consensual agreement. Developing and executing tactics.
in an effective content management system. It’s easy to update resumes for jobseekers. revising and correcting information should not be complicated. and unauthorized individuals can’t change any . and other pertinent information. search and retrieve documents. field titles. help wizards. etc. Securing data is also one of the major features of content management. status. Another big advantage of content management is the easy change of field titles and other information. This is because content management has been implemented in most web sites.114 Field Titles Change in Content Management With technological advances. Therefore. among others via content management systems. etc. Scanned documents and images can also be integrated into the system for easier sharing. and other forms of easy to follow instructions should be available.. 201 files for employees. Aside from changing field titles. Editing. sharing information via the internet or intranet has never been easier.). updating. edit. and programmed today by automating menial tasks (like cities. and it should be easy to change titles. authorized individuals and organizations should be able to easily access. location. You can now share information securely or via online posts available to the public. location. It is then ready to be reviewed and printed by authorized people. forms and other information. The goal of content management is the sharing of information. Templates. school records for students. status. content management can also automatically convert any information submitted and saved into its system into any form of document.
.115 information in the fields. Therefore. fields entered and stored in the system are protected and secured.
These changes do not happen overnight. These can be physical. Imposing changes on a certain individual isn’t easy. These are the following: Awareness of why change is necessary. It’s always a matter of willingness of the person concerned as to how he or she should adapt to the imposed changes. The ADKAR model is a representation of the five building blocks for changes to be realized successfully by an individual. and to ensure that the transition from current to new will yield desired results. Change management is designed to make a structured approach to changes for an individual and his or her environment. spiritual or emotional changes. Ability to employ behavioral changes. and a series of checks and balances until new sets of practices are formu- . From an individual’s standpoint. Reinforcement to sustain changes. mental. Knowledge of how to change. It can either be positive or negative. From a business perspective. It is a continuous journey. This is why change management has been introduced. change is characterized by transformations happening on a particular person. processes or policies. Desire to support and take part in the change. organizational changes can be exemplified by alterations in structure. He/she should unlearn old habits to develop a mindset that can accept changes.116 Definition of Change Management Presented Using the ADKAR Model Change is something that is expected to happen over time. depending on how a person sees it or acts upon it.
changes require commitment and participation of all persons concerned to deliver a swift transition. But then again.117 lated. .
a. Re-freezing is where the new ways are brought to the organization for implementation. attitudes and behaving. and conditions for change are establish. In this model. Monitor and adjust change. To handle change management depends on how leaders want change to be implemented. The following are the different models of change: 1. c. if necessary. Focus is on task alignment wherein employees' roles. This tends to see change as complex and evolutionary. Establish formal policies to institutionalize change. Thus. b. Beer's model. the need to change is inherent in the system and emerges when the system tries to adapt to the . the environment of an organization does not have equilibrium. Commitment to mobilization of change by means of joint diagnosis. 3. f. 2. organizations are faced with challenges. Development of shared vision as to organizing. responsibilities and relationships are viewed as key in bringing enforcement to the changed ways of thinking. and change needs to be undertaken to keep pace with the competitive market. Inform everyone of the change.118 Choosing the Model of Change Management in your Organization As business grows. d. This prescribes a six-step process to effect change management. e. Lewin's model. competence and commitment to the shared vision. Draw consensus. Changing is where organizing and mobilizing of resources are required to implement change. Unfreezing is where a level of dissatisfaction is created with the present set up. Shaw's model. c. b. changing and re-freezing. This is a three-stage process of unfreezing. The stages are: a.
The change mechanism in the organization is likely to be messy. The different models of change management aim to help leaders in assessing the type of change needed to ultimately achieve success.119 environment. .
and at the same time ensure that compliance imposed by regulating bodies is met. as planned. and close of a project. you undertake change to provide better results. in business. approval/ rejection. It aims to document activities where change management takes place. However. multi-page form that enables a business organization to collect and track data where change control process is undertaken. Change management best practice documentation is one way of improving product quality and safety. Same in business organizations. When change management is ongoing. there is a need to document the activities where change takes place. Software that aids a business organization in performing the best practices in change management is available in the market today. The software likewise handles the submission. The system allows the business organization to keep connected with its departments as it documents change activities and when change control processes are performed based on the best practices. it should be clear that things. Just like in life. There will be some point in time that a shift in procedure to implement change will arise. and it becomes hard to keep pace with what is going on. A change management best practice document or form is a pre-configured.120 Documenting Change Management As change management takes place in an organization. implementation. may not work out well. we learn from mistakes. . things happen fast. verification. and from the mistakes we move on. We try to recall the mistakes and never commit same ones in the future. evaluation. based on day-to-day operations.
there are times that change in the way we do work is presented at hand. What will you do? This is where constant motivation comes in. It is truly amazing how a single step can lead to a big leap in the organization. not only for the business to move forward. It’s always a matter of having the right perspective. or change in processes to meet the demands of the business. We have to take things positively to find our inner motivation in doing our dayto-day workload. However. Setting quality standards to your own imperfections will truly make a mark in your organization. The way we see things dictate how we adapt to certain changes in our environment.121 Enhancing Productivity by Change Management – Keeping Motivation Alive in the Workplace What is your motivation in this complicated game called LIFE? Some may say family and loved ones because they are their sources of inspiration in carrying out day-to-day activities. everything will definitely fall into place. having a proper mindset will help a lot in facing stress and other work related loads. Having this in mind. and remembering your true drive and purpose will lead you in the right direction. evaluating each pro and con. change in company policies. Others may say money and high compensation. . we have to develop a keen vision on what we can contribute. thus enhancing productivity. This could be change in leadership. There may be challenges and hardships at times. but then again. Upper management carefully plans changes in the organization. but they take into account people’s work behaviors. Though changes are inevitable.
There are several models. At the end of the day. which is that 'planned change indicates that a business organization can exist in different states. to help companies transition from one level to the next. At the end of the day. and planning on exactly what to do to transition from one phase to another. what matters most is the way a company responds to change. . at varying times – and planned movement can therefore occur from one state to another'.122 Huse Change Model Management: The Basic Principles For any type of business to survive these days. it must have the ability to adapt to change. Basically. It doesn’t matter if change is being made at the corporate structure level. illustrated by business experts. They do that by implementing change management options to flawlessly make the transition from one state to another. this change management model just goes to show that change can be handled efficiently by having a deeper understanding of the organization's current state. or if changes are made to the existing business procedures. and the service delivered is not affected at all. you need to keep in mind that it’s crucial to have a set of steps or phases to follow before any changes within the organization can take place. One is called the Cummings and Huse eight-phase model of planned change. This is so there will be less downtime. the operations can smoothly transcend from one phase to another. or they can also involve business processes. Changes can occur in the organizational level. It shares the same principle as the other models.
The involvement of all the people concerned is very crucial in change management. Is the current structure still feasible? Are the existing processes lean toward business growth? If not. It is a good thing to note that changes made in the organization should yield positive results as a consequence of joint efforts and great teamwork. that everyone should be committed to meet certain goals. With a great demand for new technologies and innovations. They now go for quality goods and services. This may also refer to the current initiatives that internal employees thought of to introduce new products to the market. A competitive product from some other manufacturer is an example of external triggers. So. . how can one company gain leverage in such a fast changing environment? The answer is to change as well. Internal factors refer to the current structure and processes of the organization. Truly. the public is getting smarter as to what brands to purchase. Change can be implemented in an organization as a result of both internal and external factors. are brought about by the demands of the customers or changes made in different organizations that were proven successful. External factors. then change has to happen. competition is getting stiffer. so small companies need to think of ways to keep up with the changing trends to survive in the market jungle.123 The Importance of Change Management in Organizations It is indeed true that change management plays a very important role in any organization. The roles and responsibilities of each individual should be realized to help the organization and its processes become stable. on the other hand.
tasks and approvals can be co-dependent so that they can be completed prior to the implementation of change. there is minimal or no interruption to the business workflow. . ITIL implements a request for change as the initial step. the goal of ITIL change management is to ensure that any change implemented within an organization is handled efficiently and systematically. When it comes to change management.124 What is the ITIL Change Management Scheme? ITIL stands for Information Technology Infrastructure Library. and it is a well-established set of techniques. There is also an option to automatically close unused paths or workflows. and finally. and less downtime of the service delivered to the customer. Originating in the United Kingdom. ITIL is becoming more and more popular because the process framework is extremely advantageous for IT companies around the world. you can rest assured that there will be minimal or no impact to your daily operations as the necessary changes are implemented in your business procedures. there is the recursive method wherein part of the procedure is reassigned. There is also the concurrent and multi-branching option where a series of tasks are performed all at the same time. Basically. As a result. First. By following these ITIL options for change management. principles and concepts for better IT management. To make the transition. there are several workflow options implemented. once the need for change in a particular business procedure has been determined. Just like other change management systems. ITIL has also developed a procedure to efficiently handle any type of changes within an IT organization.
new philosophies. change practices. the psychology of the proposed change and all its effects in the workforce. and discourse. A journal for Change Management is unique since it sets the agenda for the management and development in the organizational change by evaluating new approaches and theories of research. latest developments in technology. and legislation in the government are all putting pressure on organizations and businesses to stay dynamic and change. and lastly. and the responsibilities for the implementation of the change to follow through. The benefit of the journal is that it offers many valuable .125 The Journal for Organizational Change Management The rate of change in the world today is faster than ever. Financial limitations. mergers and restructuring. It encourages the search for philosophies that include critical theories. It also encourages the qualitative evaluation of change. post structuralism and postmodernism. expanding of the market. thus making a promising future for the organization and particular societies of tomorrow. The objective of the journal is to give optional philosophies for organizational change and development to accomplish the goal of the journal. and the success of its implementation relies considerably on all the managers involved. And yet. as they are applied to change and development. The publication of the papers for the journal must offer a very detailed analysis and discussion regarding the philosophies and practices that contribute to the success of the organizational change. the change process is not so easy. The coverage of the journal for Change Management includes the adoption of strategic planning to the need for a change. It also covers research about leadership.
.126 materials for the specific organization that is committed to the choice for a change.
Whether in a large or small firm. Here are some tips that firms should keep in mind during change management implementation: Identify the function. small firms need to be creative. When change management is implemented. Large firms may be capable of handling interruptions due to advanced technologies. whether large or small. one way or the other the effect of the problem will surely be felt. continuity management should always be made available. process or procedure. At this level. need to have ready solutions to interruptions. the impact may also differ to a certain degree. It may be minimal to large firms. For firms that require delivery of products and services. Rate risks as to the probability of occurrence and impacts. whether large or small. unlike small firms where they manage to get by with simple machines due to limited resources. Identify the risk that may be relevant. . they need to address the effects of the change management immediately. but nevertheless change still needs to be dealt with and managed well. The continuity in the production performance leads to the attainment of large and small firms' objective of satisfying customers and at the same time achieving profits to the firm. Train staff to respond to the risk. Businesses. Regardless of the size of the firm. A slow down in the business organization performance is a hint that something is not right.127 Large or Small Firms Experienced Change Management Change management occurs in large and small firms. otherwise the needs of clients won’t be met. Document or record activities should they recur. but a big deal with small ones.
. and test the response as well as the recovery procedures.128 Review periodically the plan.
typically organized in a lesser manner in the aspect of professionalism. Many of the concepts that have been created and developed for large companies are applicable to small enterprises. This is especially proven when dealing with change in a particular organization. One of the aspects that influence this kind of choice is "attention. .” If change is planned and organized. may get something good from developing projects to manage the different types of ALTERATIONS. whereas the smaller businesses will choose to manage some changes by the use of the line organization. Both types of organization. large companies can benefit from managing small businesses.129 Change Management of Large Businesses versus Small Businesses There are several similarities between large businesses on the one hand. and small businesses on the other. Smaller businesses. Choosing to set up a specific project to guide a change is the most appropriate option for large businesses. large companies can also benefit from using the forgotten strategies of small companies. On the other hand. big and small can learn from each other through this area. the first choice for developing a project could be reevaluated in favor of managing various changes through line management. and also. Expertise is more understanding and skills of Change Management that can be solved by the change agent. As for large businesses.” The start of every project will definitely emphasize the change and will prioritize the commitment for the change benefits from this kind of attention. Small businesses can obviously benefit from the lessons learned by large ones. Another element that can support the choice of the project over the line management is "expertise. different types of expertise’s not existing in the particular part of the line organization are very much needed. and vice versa.
It’s the kind of book that can liven up things from only its title. It identifies and gives explanations of all the current models for change. structural change. The book offer insights into the several frameworks. cultural change. models. and the things that need to be done to welcome changes rather than dreading them. until his new boss talks to him and tells him he can't do a particular job mechanically. “Making Sense of Change Management” offers toolkits to make sense of change. . IT-based process change. His job is to manage change. He does it so well by himself. However. he has to be involved in the team. mergers and acquisitions. The book is for professionals and subjects alike. how they happen. organizational change. The job is about growing a new culture and is also about the people around him. If a person is part of a team. and methods of approaching change. leading change. Contents include topics about individual changes. and that started the concept of the book. and can help the reader in the application of the correct approach for every unique situation. and how to best implement change. changes in a team. instead of asking for help from others. the contents of the book are not a “one size fits all” type of guide for all kinds of change.130 The Book of Making Sense about Change Management “Making sense of Change Management” is a book about doing change an easier way. and it also offers practical ideas on how to manage changes. whatever the circumstances are. The book is inspired by the story of a guy who wants to do things by himself. It’s suited for anyone who wants to really understand why changes happen.
and there has to be a commitment from every member of the organization. We all know that change is one of the most significant components of any project and can be a very risky and sensitive issue in any company. the management of IT hardware has become a problem. While the process of implementing the change of technology is often well planned. the ambiguity will clear up once it starts rolling. The development of a plan to manage that resistance is essential in any management change dealing with technology. Management change with technology requires a delicate balance between minimizing or completely eliminating risk. One of his major responsibilities is to make the employees understand that while the project may be extremely vague at the start. and resistance to change is a common reaction of people directly or indirectly affected. Technology is just one of the many changes management will implement in a project. The company has to have clearly defined objectives for the technology change at the project’s onset. a disciplined approach to managing change with technology is often lacking in many organizational changes. and the . down to the workforce and back. That way there’s a constant stream of communication from the top level. For effective technology change management. a manager with significant knowledge and strong leadership capabilities to initiate and implement the change has to be hired.131 Technology Change Management: Keeping IT Up To Date With Information Technology changing the way people and organizations make and do business. Many companies don’t know the proper management of change with technology.
Technology change management assures that the organization’s technology will always remain secure and their productivity at its most efficient by doing more with less. .132 exercise of managing assets effectively.
but soon became a standard. In order to do this. they had increased it by over $500 billion. inventories were trimmed and old-line units were eliminated. Because the management of organizational change for GE was so revolutio- . The basic concept of the Six Sigma was to produce a specified output in order to eradicate the defects of production. several unprofitable companies were closed. By the end of the 20th Century. the goal of GE to become the world’s most competitive enterprise has become a reality. GE’s market capitalization was about $12 billion. Jack Welch. This is done through a standard form of non-varying processes that can be measured. During the 1980s. GE also adopted Motorola’s Six Sigma in 1995 to help in the management of its organizational change. and this greatly boosted its revenues. The management of their organizational change was also handled by Welch. improved and controlled. and was adopted by other CEOs in many American companies. This was due to some radical organizational and management changes initiated by GE through its CEO Mr.133 GE: Organizational Change Management General Electric is one of the biggest companies in the world today. analyzed. many underperforming managers were asked to leave. which earned him the title “Manager of the Century” by Fortune Magazine. but this didn’t happen overnight. In applying Six Sigma and developing their own unique learning styles in management. or drop everything and start over. This management for organizational change was greatly criticized. The philosophy of this organizational change was to either be number one in the industry. The 1980s brought about many organizational changes in GE to make it more globally competitive.
.134 nary in the 1980s. may companies have now made management through leadership a rallying point in their organizational change.
By knowing how to properly manage people. so that each individual is aware of what should be accomplished. performance and change.135 The Basics of Management: People. your upper management team should be able to take control of three things: people. First. . and you’re in charge of a creative team composed of ten individuals. you need to make sure that each member understands their responsibility. A manager should be able to apply his or her leadership skills to ensure that a person. which is your ability to relay information about changes in business procedures. corporate structure. Second. management involves handling people. Change No matter which type of industry your business is. If you are in an advertising firm for example. Performance. management involves handling change. Finally. Taking the team as a whole. and do their best to accomplish the goals that you have set forth as a team. you should be able to persuade people to see things your way. what are you supposed to do to properly manage the team so that you can come up with a good campaign? Primarily. work toward a particular goal. you need to disclose your goal. This will test your motivational and leadership skills. or a group of people. management involves supervising your team's performance. you can easily make a smooth transition from being a small business to the huge company you envision in the future. or any changes that may relate to individual behavior. As a good leader. Let us take a closer look at those three things. performance and change.
change managers can develop higher learning systems and communication plans that exactly manifest the needs of the object for the change. and the cost of lessening the risks. its causes. by way of managing it. and it’s designed to bring the people and the organizational sides together to reap the benefits and results of change. . who could possibly be the resistant. This is why the experts in handling change must manage them wisely. resources and tools of change. are expected to encounter changing conditions that they sometimes do not have control over. To lessen the risks that may be caused by the resistance. and the people under them. and the difficulty of the resistance by using models for managed change to work through the project. The success of adapting to the change within an organization is as vital as it is in the real world. why such resistance may occur. will eventually increase the rate of implementation of the change project. thus decreasing the cost of the project. Managed change is the method of changing management. Management change must provide the organization with important processes that will help it to achieve their business strategy. Focusing on the human factors of change. Organizations. Change negotiators may identify the possible resistance. The effectiveness in dealing with the change will determine how the organization will thrive.136 The Meaning of Management Change Change in management must be organized and systematic when it comes to the application of knowledge. They can determine the risks of the planned change.
Then. easy and flawless. They call it Change Management Service Management Function or SMF. If there is a change in a company procedure. the SMF tool is used.137 Microsoft Organizational Change Management As the cliché goes. and its urgency determined. a request for change is submitted. Here’s a quick look at how it works: First. it goes through the normal screening process. for example. . then it is implemented. then the request is escalated. one of the most difficult things management has to deal with is the disruption of the business' operations. the request is analyzed. To keep the company from losing profits over the non-operating hours while the change is made. change is the only thing that is constant in this world. and to make the transition as smooth as possible without disrupting the company's daily operations. The goal of this Microsoft's organizational management tool is to initiate the necessary changes in a particular business. Microsoft understands the need of both big and small organizations to be able to adapt to any type of change. which is why they have developed some tools to make the transition smooth. and nothing holds truer than in the corporate and Information Technology environment. If not. If the change in a particular business procedure should be implemented as soon as possible. Once the request is screened and approved.
Each has its own benefits. that if change management is carefully planned and employed will still yield positive results. This model focuses on outcomes and work processes rather than on people issues. Seven principles were designed to improve quality. (g) Capture information at the source.138 Models of Change Management – Devising Standards for Business Success The different models of change management were devised to have a clear representation of how change should be implemented in an organization. Kaizen Model It’s the opposite of BPR. and at the same time weaknesses. (e) Link parallel activities to eliminate redundant work. easy to implement and have proven success over a longterm change situations to allow people time to adapt on the new process and grow from it. Kaizen founded five specific elements that are known to be people oriented. it focuses on long term philosophy rather than short term change tool. cost and time management. (c) Integrate information processing work into real work. These are the following: (a) Organize around desired possible outcomes. (f) Build control in the process. (d) Treat geographically dispersed resources as a centralized unit. Some of the different models are described below: Business Process Reengineering (BPR) Model. (b) Identify all the processes involved and prioritize in order of redesigned urgency. not tasks. They are: (a) Teamwork (b) Personal Discipline (c) Improved Morale (d) Quality Circles (e) Suggestions for Improvement .
Study and Act. It’s designed to create a culture that in constantly innovating and preparing for change.139 Deming PDSA Cycle Model. As a result. . It stands for Plan. Do. people will be more comfortable with the change process.
The keyword in these given scenarios is “new. For Change Management.Is everyone ready for change to be implemented? (3) Define change management strategies – What are the strategies or techniques linked to change management? (4) Develop a high degree of competence when managing change – How can change be implemented so everyone is ready for it? .” which means that change(s) is/are about to happen. especially when a new policy is about to be rolled out. in order to be equipped with the information required to carry out activities related to the topic presented. it’s important to have relevant and concrete objectives that everyone is aware of before training starts. Active listening is indeed very critical as the company embarks on a new journey toward business success. It’s very important to focus on every detail of the discussion. here are some of the objectives that should be achieved by the end of the training: (1) Understand the effects of change on individuals and organizations – What are the possible outcomes or results? (2) Assess change readiness .140 Keyword: CHANGE – Objectives of Change Management Training Training is something that everyone looks forward to. This is to set the audience’s expectations on the outcome of the training. a new product is about to be introduced to the market or a new technique will soon be implemented to improve on the current one used every day. These are just some of the reasons why training is needed in an organization. When change is taught in training.
Some sites impose certain requirements for interested applicants.141 Organizational Change Management Program – Providing Solutions for Transition Are you up to getting a promotion within your organization? Or would you like to shift careers because you think you can do more than what your current work requires? If your answer is “Yes” to either question. Some of the courses offered are: (a) Managerial economics. which include technological changes. the Milano site. It’s designed for those who would like to broaden their experience in the field of organizational change management as future managers or change consultants. (b) Quantitative methods. There are certain tools that management uses to effectively move organizations or groups through change. a form is available for you to fill out if you decide to sign up for the program. If ever you are interested. motivating and managing people to meet new business challenges associated with changes in the environment. For example. Organizational change management solutions help personnel within the organization achieve expected business results. as well as those who would like to transition to this profession. . it requires applicants to have at least 3 years of work experience. Organizational change management is the process of preparing. then you are up for an Organizational Change Management Program. Many web sites offer Organizational Change Management training courses to interested individuals. The courses taught equip students with the ability to develop basic analytical skills with theories of management and organizational behaviors.
Policy analysis. .142 (c) (d) Management and organizational behavior.
organizational development change management must be communicated to all affected levels of the organization. the better it will be for the organization and all affected audiences. . Granted. Everyone knows that ill-prepared employees have the odds stacked against them when it comes to properly and adequately handling change(s) related to organizational development. Many change management efforts fail because decision makers (or those designing the organizational development program) didn’t structure the program properly. decision makers need to first create a well-structured plan for organizational development. for organizational development change management to be successful. not all members will be affected by the changes. the concepts and principles used should be as simple as possible. To properly carry out organizational development change management. Thus. organizational development change management is the process by which decision makers attempt to manage the changes that are inherent with any effort at organizational development. but those who will should be informed beforehand so that they prepare. Sometimes.143 Tips on Carrying Out Organizational Development Change Management Organizational development. A half-baked effort is worse than no effort at all because it may result in changes detrimental to the organization. in the end. is the process by which an organization survives and thrives through the years of its existence. It’s perfectly obvious that the more complex the program. The same goes for the execution of the program – sometimes. Next. as the term implies. the simpler the process being installed.
144 the harder it will be for people to integrate it into their daily responsibilities. .
145 PowerPoint Presentation of Change Management – Getting a Glimpse of Change Management Concepts When talking about the concept of change management. type in the words” “PowerPoint presentations for Change Management” and a list of sites containing this information will be displayed. and ask for feedback and . It is also learned through classroom training and discussions by taking different change management courses available online. Clicking on the best possible site will then give you information you need to know about change management and you should be all set. it’s better to first acquire information to understand it clearly. all you have to do is launch your computer’s default Internet browser and visit your favorite search engine. Change management cannot only be read in books by change management advocates and geniuses. After carefully studying the concept behind change management. To search for PowerPoint presentations and tutorials about change management. The same goes for change management. It’s also best to consult your colleagues. This may seem more practical because most tutorials that come in PowerPoint presentations can be accessed or downloaded for free. As with any other process or concept. it is still advisable to take change management training courses to have an extensive look at the change process. there is a corresponding tutorial on the Internet. it is still recommended to seek the advice of other professionals that may have successfully gone through all its stages. before applying it in the organization. Though the basics can be learned from these online materials. After that.
you’ll be more than ready to take on the challenge of change management. Then. . after that.146 opinions from customers.
not all programs are perfect. Change requests are welcome for as long as they are feasible and practical. scheduling (to arrange schedules of people who will work on the project. this will lead to software improvements that will benefit both the users and the company. finance (for cost control. among other enhancements. or administration systems (for project planning). Typically. all the resources required and the various tasks needed). meaning that they sometimes do not work as designed. This will be used to track down the source of the problem so that possible fixes can be implemented. In addition. Project management software applications can be implemented as desktop software (installed on the computer) or a Web application (accessed using a browser). the company requires many project management software applications to aid in ensuring that every single process made within the course of the project is geared toward success. This is where reporting comes in. Eventually. Such project management software applications include quality management (for evaluation of the quality of products offered and services rendered). Users of these programs can call for support whenever such issues are encountered. payroll and budget management). .147 Project Management Software Issues – Change Requests from Customers When a huge project is at stake. However. The help desk support personnel will then gather information and open a ticket for that particular issue. submitting feedback is a way of letting management know what feature needs to be incorporated with the program. these software applications are only accessed by a group of people who were chosen to work on a particular area of a project.
Other stakeholders will eventually be involved in the work of the project analyst. encompassing initial assessment of RFCs that have been appropriately logged. as well as other related IT assets of the organization. The Request-for-Change (RFC) lifecycle system also fall under his jurisdiction. If the project analyst is to handle the IT systems for the organization.148 What Does the Job of Project Analyst Process Improvement Change Management Entail? A project analyst for process improvement change management does just that – analyze a project based on how processes can be improved so that change management can be carried out properly. guaranteeing proper identification of change request status through continuous record updates. such as network systems. the release activities of the different IT environments must be coordinated by making the project analyst cooperate with Release Management and Configurations Management. The project analyst should be in constant contact with key stakeholders regarding the project status. while also organizing change implementation schedules. Usually. this employee will have to supply change management support for hardware and software. the term is used for IT-related positions. and initiating post-implementation reviews. The project analyst plays a support role in the functions of a change advisory board made up of business and technical experts who help the project analyst understand complicated RFCs and . helping those affected by the changes with regards to navigation of RFCs. For instance.
In turn.149 provide solutions. if necessary. . the project analyst will have the support of junior analysts who will be trained in sub-functions so that the project analyst will be free to work on weightier matters concerning process improvement change management.
but spending time to resolve them is an added effort. as well as what innovations need to be granted and which ones should be disapproved. With many different ones being launched on a regular basis for various functions and purposes. With this in mind.150 Software Change Management – Keeping up with the New Demands of the Target Market Software applications keep on evolving. On every change process. Therefore. and should be aligned with company’s business structure. Upgrades on different system platforms done by external sources can result in factors that will hinder the program from working as designed. It’s a good idea to realize though that it’s better to anticipate such problems will occur and eventually lead to a working software application. (b) Unexpected problems: Problems discovered during software development initiatives are normal. the software developers and project management must be clear as to why. This is the reason planned development efforts must be implemented. when and how to carry it out. changes made in the software must meet the standards of the customers. while also taking into consideration the cost to apply changes to the system. (c) Enhancements: Ideas to further improve the system are good. developers need software change management to determine what change needs to be encouraged. Such changes are caused by the following: (a) Planned software development: There are certain instances where software requirements and specifications change to keep up with the rest of the pack. competition is getting stiffer as new demands are created for the target market. what. It would even be great if these significant ideas will come .
as enhancements are essential for project development success.151 to reality. .
especially when there are teams distributed geographically. Solutions given by the software can help in the improvement of productivity of the organization and to have a better visibility of the processes and projects. analysis and design. The PowerPoint presentation regarding the software for change management provides incorporated and practical solutions for software configuration management that modernize and automate the development of the lifecycle processes. help manage organizations that are distributed. The problems how to manage the change successfully in an environment that is complex. including IT projects. greater responsiveness. increased predictability. control. and the quality management of the lifecycle. It must result in better visibility. and handle volumes of requested activities from many stakeholders and digital assets. its capabilities of the software and its integrated configuration must expand easily in all phases of the lifecycle's application development.152 PowerPoint Presentations of Software for Change Management Change happens inevitably. The solutions given by Change Management software must allow the organizational development to communicate. and respond effectively to the rapid change in the demands of the business. and improved systems for software applica- . and to provide traceability and audit tracks in the lifecycle to meet the compliance needs of the organization. Furthermore. Companies that offer software solutions for Change Management must enforce and automate the processes done by the software. Software management solutions control and manage asset software.
The software for Change Management must also address the different challenges of effective Change Management. It must monitor and track the activities of change associated with the assets of the organization. .153 tions.
There are certain aspects that should be kept. Empowering people is one good strategy. Strategic approaches for change management vary depending on the needs of the business and organization as a whole. (c) The culture – Learn new strategies and behaviors that will positively impact the business and unlearn old ones.154 Dynamism – Strategic Approach for Change Management Change management is all about strategy. but constant innovation is also needed for further improvement. implementation and management phases of change. (b) The resources – All the needed materials and equipment should be made available at all times to ensure high quality end results as a by-product of work efficiency and timeliness. especially those proven effective through the years. Fast changing environments require dynamism in all aspects of the business and include the following: (a) The people – Everyone needs to commit themselves to the planning. Giving qualified personnel the capability of making decisions also means delegating responsibilities and . (e) The systems – Upgrade resources and applications whenever necessary. (d) The processes – Keep effective processes. But then again. Necessary changes within the organization should be a result of consistent planning and critical decision making wherein several strategies were thought of as to how the implementation process for a certain change should be started. and then maintained to keep up with the demands of the market. thinking of better ways to improve the current process is also beneficial.
155 encouraging them to think of better ideas and make some recommendations whenever applicable. Having open communication will also break barriers. development and continued success. will establish goals for growth. . There are some key elements that should be considered. and in the long-run. and certain conflicts will then be minimized.
These questionnaires should ask certain important questions whose aim is to improve the change management inventory process. so the business has to be ready with enough stocks on hand so that customers are not deprived of the products and/or raw materials that they need. which are made up of goods and products that may no longer be sold at normal cost (or sold at all) due to deterioration. Usually. It’s important to conduct inventory at a fast enough pace to prevent inventory from turning into distressed inventory. we usually use the term to mean a list of the products and raw materials that a business has in stock in its warehouses. the employees are actually attempting to minimize the impact of the actual length of manufacture/supply delay on the end-users (the customers). are still occurring. it’s necessary to use questionnaires (otherwise known as change management inventories questionnaires). . Change management inventory. means taking stock of what goods and materials are on hand as the organization undergoes change. The questions should also raise possible answers or solutions to those problems. To conduct an inventory.156 How to Conduct a Study of Change Management Inventories Questionnaires When we speak of an inventory. or may occur in the future. in turn. To conduct change management inventories properly. delivery delay is much shorter than manufacture/supply delay. The questions should aim to discern problems that may have occurred in the past.
Questions in change management inventories questionnaires may be defined as “how” questions, “what” questions, and “why” questions. These questions will show the mindset of the people handling the change management process for the organization.
What Organizational Activities Fall Under Supply Chain Management?
When we talk about Supply Chain Management, we mean how the delivery of goods, finances and information flow in a continuous process, starting from the supplier and terminating at the consumer. In between, all these elements will flow between different parties, including the manufacturer, the wholesaler, and then the retailer before they reach the consumer. Thus, in Supply Chain Management, the flow of the elements is organized so that the flow between concerned parties is smooth and uneventful. For Supply Chain Management to be considered effective, it should culminate with less inventory on hand so that distressed inventory will not result. (Distressed inventory is the term describing goods and materials that have reached or are about to reach the level of deterioration that makes them ineligible for sale). We can subdivide this whole process of flow from supplier to consumer into three sub-categories, which are: product flow, information flow, and lastly finances flow. Product flow encompasses the flow of goods as initiated by the supplier and culminating with receipt by the customer. It also includes any demands by the customer for product service or returns of the products. When information flow is considered, it pertains to sending orders for the flow elements (goods, finances and information), and updates on where these goods are at any stage in the process.
The last category, financial flow, refers to the use of payment schedules, terms of credit, consignment, and even title ownership stipulations to manage financial information.
coming from inputs of 1000 organizations in 59 countries. (e) Reinforcement to lock in change. (d) Negotiation and Agreement .Fighting resistance by offering incentives and rewards to employees to keep the motivation alive. . (b) Desire to participate in the change.160 Theories of Change Management – Brilliant Mind’s Perspective of the Change Process Through the years. (d) Ability to implement new behaviors. It has six approaches: (a) Education and Communication . brilliant minds have developed many theories and models related to change management.Helping employees see the importance of change and the logic behind it.Delegating people in the change efforts will make it easy for them to accept it in instead of resisting it. (c) Facilitation and Support .Making employees deal with the anxiety during the transition period. it was designed to prevent or minimize employee resistance to change. (b) Participation and Involvement . They are: (a) Awareness of why is there a need for change. (2) The Six Change Approaches: developed by Kotter and Schlesinger. The following are two that have been proven effective concerning organizational change (there are many others): (1) The ADKAR Model: This model was developed by Prosci. (c) Knowledge of what and how to change. Some are still applied. It describes the five building blocks required for change to be successfully. and considered key factors in change management implementation.
Patronizing gestures that lead to employee development by having them participate in change management discussions. .161 (e) Manipulation and Co-option .Forcing employees to accept and adapt to changes by making them realize that their jobs are at stake should resistance persist. (f) Explicit and Implicit Coercion .
and has proven great business outcomes. Success may reveal exceptional management. but also changes you can implement to further develop your managing skill in dealing with your employees. developing a fun-filled environment. He says that staffs are to be treated as equals.” He says that businesses and corporations today must be community based and managers communicate openly with their staff. not as children. If you observe prominent companies and other hierarchy establishments. and functions as trust. The development of small and medium enterprises heads along the same path. Today. Geoffrey James. Industries today need to create venues for social interaction between employees and managers. It also eliminates the atmosphere of fear. and change the concept of separation between the workers and managers. which leads you to hire motivated people. several companies . but it can also cover up any errors in the execution and decision you make in your business. people-based management is applied and proven to be effective. This encourages the informal methods of working in the company. Theories in change management are important guidelines for your company.162 What Are the Theories of Change Management? Companies today need to create ways to improve . And these methods and techniques are based greatly on people. This theory sounds really good. the author of the book “Giant Killers” argues that “need is the source of conceiving new innovative ways to improve management. This not only includes the service you can offer to your clients.
You have to bear in mind that theories in change management are essential to further improve your service to your company.163 partner with other suppliers. clients and staff. customers and even competitors. .
or change to a different position. . Read on to learn more about the three basic types of change management. The first type deals with changes in business procedures. somebody in the upper management moves up the corporate ladder. Every now and then. change management is not just limited to such changes. or a change in leadership. and in keeping with the ever-changing demands of consumers. It can also involve changes in the business structure. the products or services you offer will always be top-of-the-line. you should implement a solid change management plan so that there will be a smooth transition as your business moves from one phase to the next. For your personnel to easily adapt to any of these changes. However. The third and final type is changes in the leadership structure. it is necessary to adapt your business processes in a way that will keep up with the latest technological trends. With new technology always being introduced. which requires those who are under him to either move up. a cross merger or a sale. he second type of change management has to do with a change in your business' overall structure as a result of a merger.164 Learn about the Three Types of Change Management The term change management refers to the way that a person or team of managers handle the transition from one business procedure to another. As a result. This is the most common type of change that a lot of small or big organizations undergo.
Restructuring planned changes are activities that change the way the organization handles or interacts with its clients. procedures. technology. reform and restructuring.165 What is a Planned Change in Educational Management? Planned changes in educational management are based on the concept that schools undergo three kinds of changes according to renewal. requirements (like additional year level units) and the latest (and future) technological advances. An important objective of the question of what is a planned change in educational management would be to change the way people accept change from the reactive and inactive state wherein they will maintain the “status quo.” Ultimately. rather than get to a proactive and interactive system where the educational system is actively engaged in the design and concept of the desired change (Benathy and Jenks 1990). They tend to be accepted depending on the customs and culture of the school. This is because most people are unsure if they will still be able to do their professional work satisfactorily if there are “interferences” to the norms. and practice of the school so that they can adapt to different circumstances (like from all-boys or all-girls to co-ed). Reform planned changes usually alter the existing culture. There are many models that can be adopted in a planned change in educational management. they resist the educational change in order to preserve the old system of tried-andtested education. Renewal planned changes or activities involve changes that assist the school or organization in performing at a better and more efficient way than they normally would. and the professional contributions they give the staff. and it’s a given that adminis- . rules.
teachers. and get directly involved in the planning and implementation of the change in educational management. .166 trators are involved in them. made to understand. students and the whole educational organization should be informed. More than that.
Now that it has been proven to be quite effective at reaching out to non-traditional learners (who may have other familial or occupational responsibilities to juggle along with their need to earn a degree). This is the case with many bureaucratic educational institutions that are top heavy and put undue emphasis on Doing Things This Way Because This Is The Way We Always Have Done It. as its main reason for existing. It should always aim to support the educational institution. Thus. Some progressive educational institutions have adopted use of the Internet into their educational processes as part of a planned change in educational management. educational management itself is defined as the discipline of operating an educational institution (such as administration of a college or university). This is because many leaders of educational institutions have . When the values that are supposed to be imparted to the students by the educators are sacrificed for the sake of management procedures. rather than pursuing innovations that will help students become better learners. This shows that sometimes it requires a maverick to show the way to implement a planned change in educational management. we can say that any planned change in educational management should never divert or distract the educational institution from educating students. change is needed. other educational institutions are following suit.167 How Do I Identify What is Planned Change in Educational Management? First. which is to provide quality education to its students.
.168 become so used to education as it has been practiced in the past that they find it difficult to adopt innovations as part of planned change in educational management.
as long as a compromised agreement is the end result of these discussions. and the right resources to support the change implementation process.169 The Human Factor – Writing Conclusion Examples for Change Management Who does not want to read a book or watch a movie with a happy ending? “All is well that ends well” is what they always say. Change management also has the same objective. . Though writing conclusions is not that simple. it still needs to be carefully studied to determine the factors that may contribute to possible failure of the implementation of change. Fostering change in an organization is not that hard to imagine. the leaders should also give due recognition to people with excellent work ethics. All you need is the right people with the proper mindsets. and eventually reach the top of the corporate ladder. The differing views of individuals won’t hurt the organization. This is the stage wherein people are given a chance to speak out and air their views about the changes that are about to be implemented. This is the reason why policies keep changing. and processes keep innovating. people keep moving. That is to make sure that all the processes lean toward business success. Diversity of people’s take on certain issues will broaden the change management perspective since they tackled all possible scenarios and results. and learn from these lessons. On the plan change process. the human factor is a key component. This will serve as their motivation to keep on moving. It is actually a big plus. To arrive at a certain conclusion that is favorable to everybody.
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