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Change Management

Eliminate Change Management Problems

Harry Greene According to the Business Change Forum, change management is one of the top 10 management problems in the 20th century enterprise. Over the past decade, many new business methods became popular, such as enterprise resource planning and various methods of business re-organization. Most enterprises discovered that they do not have a strong foundation for business change. It is a departure from the norm, they do not have the proper resources, management doesn't have the time, change objectives are not well defined or understood, etc. As business change and methods got more sophisticated, these problems became more acute. The lack of a strong change foundation prompts enterprises to use business change consultants to implement the business change. Consultants can alleviate some problems, but they cannot provide the foundation for business change. Consultant implementation methods concentrate on solution implementation and performance improvement, which aggravate the problem of change. Enterprises end up with common business change problems. Management and staff resist the changes, many changes are never implemented or utilized properly, and it is difficult to see where they really benefit from change. Consultant change management addresses symptoms, but does not solve the problem Recognizing the problem, the consultants developed a new line of change management services. The services addressed the symptoms of the problems in communications, behaviour, outlook, etc. rather than the fundamental problems of change mismanagement. Factors in change mismanagement We need change management services, because we mismanage change due to several factors: - The improper objective to implement change, rather than to benefit from change - Implementing the cost of the change solution, rather than methods that utilize the solution to gain benefits - Change through re-organizations and upheaval, rather than as part of the routine - Poor foundation for change, so change is managed by consultants with ad-hoc projects, improvement methodologies, indifferent management support, no management of the return, and other problems that make success so elusive - Failure to manage performance capital, since most capital is intangible or administered to keep it operating, rather than managed for change, improvement, and utilization to produce benefit

- Creating change management problems by trying to improve user performance, rather than enabling users to do new things they could not do before - Lack of a systematic way to develop the benefits of change and the return on change investments. We can eliminate change management problems and the need for change management consulting by using Result-performance Management (R-pM) to professionally manage the capital we utilize. R-pM is a breakthrough to eliminate change management problems R-pM is a new breakthrough that eliminates the common problems of change, by directly managing the only two entities that change. 1.The results produced as the economic outputs of performance 2.The performance solutions that organize the capital utilized in performance Conventional 20th century methods do not manage results and performance. Since, we cannot directly manage the things that change, we manage contrived entities like functions and processes that are indirectly changed. R-pM change management principles R-pM principles make fundamental changes to business change. - Organize the business and eliminate re-organization by changing automatically, as results produced change - Assign direct responsibility for results and performance solutions, so that all participate in the business context - Define results to create value through change and manage change to produce the value - Structure performance capital by capability and assign professionals to manage the capital, the performance of the capital, and change to the capital - Manage capital operation to make solutions available, capital development to create value, and capital utilization to add value - Manage change, solution by solution, as solutions are redeployed or as new solutions are deployed to produce results - Organize change projects and responsibilities properly to provide roles for those responsible for results and those responsible for performance solutions - Develop in two dimensions to build new solutions that add value to results - Ensure management acceptance of change through accepted goals and expectations

- Integrate and manage the utilization of performance capital in operation to produce results - Manage development as an enterprise and utilize consultants in partnership for successful change R-pM takes the mystery out of business change R-pM can be employed as an application to manage business change in the 20th century enterprise, and provide a foundation for transition to a 21st century enterprise. UtilizeR-pM for your next business change to eliminate change mismanagement, and gain the flexibility for fast and well-managed change to compete in the 21st century. Article Source : About the Author : Harry is the President of Result-performance Management Ltd. and posts information on R-pM at ( the home site for the R-pM community. E-mail: