Good things do come our way that we have not chosen. If you can make that the case you might have a cohesive project team. If not can I offer up the word saboteur?
Continue reading When the Project Team Needs a little Change Management
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We Change Management Consultants cannot read minds. Don’t expect us to be able to. Grabbing us early though may make it seem to you that we actually are mind readers. Human Nature has its consistencies, all created through those thoughts we can…almost…read. Continue reading Change Management Mind Readers 
Social media is a tremendous gift for change management. It is a brand new medium that can also be used like a set of tools. To not embrace it fully for your initiatives, as a friend of mine would say is, “just crazy talk”. Take these five tips back to work with you. I will bring you more in the future. Continue reading Change Management and Social Media- 5 Tips from the Trenches For 2011 and on a new conversation needs to be had around organizational change. (it is happening slowly but surely in a couple of LinkedIn forums). The current conversation and approach, grabbed from way back, usually unsubstantiated and visibly detrimental to true change is not working. Just switching from end to beginning instead of now to then would make a difference with any approach. Continue reading Exactly what is the Change Plan for? You don’t need a stakeholders analysis in the way it is often used- filled with all kinds of cells and information carried over from project management. If your effort is huge and people will be effected in subtle ways and you are creating the deliverable as much or more as a guide and plan (rather than something that has to pass a middle of the organization gate) then the Stakeholder Analysis is an excellent tool. Continue reading “We don’t need a Stakeholder Analysis” Change Management lends itself perfectly to the development of internal leaders, bench strength and succession planning. Make that a part of your contracting with a senior consultant. Continue reading The Change Consultant as Mentor Impact. I am learning to make a translation from the business version to a change version. Continue reading Impact is a business word- 5 Things to Use it For Yesterdays post was about change and questions asked, or not. Today is a look at what the answers say. And, likely, what the next questions need to be. Stakeholders can grab hard to certain things and refuse to let go (or in the parlance of some CM’s, replace). There are a variety of reasons for this. They may have wanted to do something their own way. There may have been functional or local issues that were not being addressed at a higher level. Tools may have been weak or inappropriate. An individual may have pushed things to further their own Continue reading How Important is this Really? For anyone guiding change- learn to ask the right questions, pursue for background and information in the right places and use that knowledge to get definitive (or satisfactory for change) answers. Continue reading Unasked (& Unanswered) Questions- Between the lines Change Management Before you go do your deliverable extravaganza ask yourself who/what the plan is for. The stakeholders? The project team? Yourself and your role? Is it a living document that illustrates interaction, collaboration and adaptation? Do you consider the Change Management Plan to be the typical collection of documents- stakeholders analysis, communication and training plan? It can and could be all of those things. But if you happily fill in the blanks on your favorite template you might miss the point. Change Management is about addressing the people side of getting work done. Which means as a CM you need to Continue reading What is in a Change Management Plan? |
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