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 To keep this simple the layered CM pieces are communication, interaction and perspective that get the end state to happen, illustrate to stakeholders what the process is, reinforce participation when it happens and at the end wrap that together in a package to transfer to the next change event. Continue reading The Simplest Version of Change Management  Navigating that map, leading across that timeline, connecting gossamer threads of the web of interaction is the responsibility of Change Management. Don’t let that get strangled with a project focus, by multi-tasking a project manager or by thinking change management is somehow implemented in and of itself. Continue reading Change Management and the Project Focus Stranglehold  Starting change with an end state approach completely changes our change processes. Continue reading Change Management End State Focus  A caterpillar is not the same as a butterfly. One does become the other and it happens pretty smoothly. What if you were managing the change and assumed from the start that the caterpillar DID NOT WANT to be a butterfly? Then what? Continue reading End State or Future State?  Change management tends toward middle of the organization implementation approaches thanks to consultants and their models, those in the middle seeking visibility and high level executives used to passing things to implementers. This is a problem. A problem that has a lot to do with the difference between an owner and a sponsor and with a perception of “failure” in connection to change/CM. Continue reading Change Management Executive Ownership versus Sponsorship It turns out change management “gets in the way”, at times, in all of the areas where change management is often desperately needed. Getting strategy to make sense, through leaders who empower, by using project management for its accomplish task strengths all connected by communication takes time. And time can “get in the way”. Continue reading Can Change Management get in the way?  Instant messaging has created the ability to hold meetings within meetings. There is a trove of both valuable and detrimental information that can surface with this media. Change management consultants and leaders lucky enough to be in the messaging loops need to learn to interpret, translate and include (when appropriate) this “new” form of communication within the change process in creative ways. Continue reading The Meeting during the meeting- Change Management informal communication  Organic change has at least six types of seeding. As a change management consultant I personally look for signs of all or some to gauge where the organization stands in terms of potential for an effective change entity. Those signs can be used to build a conversation organization wide for effectiveness. Continue reading Organic Change Revisited Adding an external CM to your organizational mix will not go unnoticed. In fact the addition shines a symbolic light on change, culture, power, wishes and empowerment. It is a shame, inefficient and potentially detrimental to not acknowledge and leverage this fact. Continue reading External Change Management consultants as symbols of…  Effort, motivation and results have a lot to do with “I” playing out at the right time, in the right place with the right tools to earn some recognition. That is the change equation. See if you can get it to play out a little like kids on Valentines Day for your organizational change. Continue reading Big huge transformation- Where’s the love? |
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