Change Management

November 11, 2010

EE606 – Change Management – Blog Posting by Dan Prabhu, November 10th, 2010.

Change management and project management are similar in their approach; they are both used to complete a successful project. Both use processes and a set of tools but the one key difference is, a project manager applies project management on a project, which means a single source can do the activities”. The main approach to change management is to improve the organization by altering how work is done. The change process utilizes tools and manages people to achieve the required business outcome. [2]

The key to change is to satisfy the stakeholder by involving them in the process and to keep them informed. Recognizing that communication is the key to implement change and participation can influence the outcome of the change. Change process fair better when people who are involved and actively have direct influence to an outcome of a particular change. Even when people are not actively involved but are represented by someone they respect, they are more likely to approve the change requirements. [1,2]

Another aspect of change is support and authority according to Steve Slusarenko. Slusarenko a PMP states that if a “project manager is seen, or perceived, to be without the support of senior management, he will not be given the authority to institute change from peers and subordinates, the project will fail”. Support from senior management which has the final say so if change is to be implemented but support from stakeholders and people involved is also a must. [5]

Change management is a process which is implemented. A change manager will facilitate assessment, create a change management strategy and develop change management plans, however there are other groups who are also involved: these include the project team, senior leaders, managers and supervisors and finally the employees. The project team consists of resources on a project which comes up with a strategy for a specific change which a group is impacted. The visible group is the senior leaders, who contribute the most to a project. The senior management are the once who are active throughout the project, who also communicate with managers and the business to arrange a sponsorship for the change. [4]

Managers and supervisors are the communicators with the employees and their direct reports. The main job of this team is to conduct coaching secessions, analyze and manage resistance and provide feedback to the change manager. The employees are the once who are affected by the change and provide the feedback and reaction to the change management. The project team coordinates the change management process to the project management plans. [1,4]

Following tools and components are encompasses change management:

  • Change management process
  • Readiness assessments
  • Communication and communication planning
  • Coaching and manager training for change management
  • Training and employee training development
  • Sponsor activities and sponsor road maps
  • Resistance management
  • Data collection, feedback analysis and corrective action
  • Celebrating and recognizing success [3]

Finally it’s important to know what is and what is not change management.

· Change management is not a stand-alone process for designing a business solution.

· Change management is the processes, tools and techniques for managing the people-side of change.

· Change management is not a process improvement method.

· Change management is a method for reducing and managing resistance to change when implementing process, technology or organizational change.

· Change management is not a stand-alone technique for improving organizational performance.

· Change management is a necessary component for any organizational performance improvement process to succeed, including programs like: Six Sigma, Business Process Re-engineering, Total Quality Management, Organizational Development, Restructuring and continuous process improvement.

· Change management is about managing change to realize business results.[4]

References:

1. 1. http://www.projectsmart.co.uk/making-change-happen.html

2. 2. http://www.change-management.com/tutorial-cm-basics-who.htm

3. 3. http://www.change-management.com/tutorial-change-process-detailed.htm

4. 4. http://www.change-management.com/tutorial-defining-change-management.htm

5. 5. http://www.maxwideman.com/guests/change/abstract.htm (Steve Slusarenko, PMP)

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