Change Management, the “Business” of Change
Change Management, The “Business” of Change
What is change management? Change management is bridging the gap between what is happening and what is possible. It is managing all of the elements of the change to create a smoother transition and a more comfortable feeling for any given situation. We are creatures of habit and change is not easy for most people. Think about your idea view of life. Do you crave stability or do you thrive on change? Either way, change is constant in our lives. Everyone has the ability to be a change master when you choose how you react to change. You must build your capacity and tolerance for accepting new ideas; learn to be more flexible and release the idea that everything is not cast in stone. This allows you the freedom to make conscious decisions about your own change capacity. By making learning habitual in organizations we can develop a culture of people committed to change and growth who can be a powerful force for business success. (Robbins, 2003; Harvard Business School Working Knowledge, 2003)
The role of the change management person is very important. There are many different facets involved in managing change. In this paper we will discuss three of the most important elements: scope, training, and communication. Whether you are managing the implementation of new software, an upgrade, a massive project, or simple basic day to day operational changes, how the change is handled with employees is critical to its success. It’s all about the experience; helping people understand, helping people be informed, helping people be productive, helping create value and helping create the future. People have to understand the context, the reasons for the change, the plan and the organization’s clear expectations for their changed roles and responsibilities. (Heathfield; http://humanresources.about.com) see examples in APA Style Manual for citations from electronic sources
Who, what, why, where, when and how; this is the
What is change management? Change management is bridging the gap between what is happening and what is possible. It is managing all of the elements of the change to create a smoother transition and a more comfortable feeling for any given situation. We are creatures of habit and change is not easy for most people. Think about your idea view of life. Do you crave stability or do you thrive on change? Either way, change is constant in our lives. Everyone has the ability to be a change master when you choose how you react to change. You must build your capacity and tolerance for accepting new ideas; learn to be more flexible and release the idea that everything is not cast in stone. This allows you the freedom to make conscious decisions about your own change capacity. By making learning habitual in organizations we can develop a culture of people committed to change and growth who can be a powerful force for business success. (Robbins, 2003; Harvard Business School Working Knowledge, 2003)
The role of the change management person is very important. There are many different facets involved in managing change. In this paper we will discuss three of the most important elements: scope, training, and communication. Whether you are managing the implementation of new software, an upgrade, a massive project, or simple basic day to day operational changes, how the change is handled with employees is critical to its success. It’s all about the experience; helping people understand, helping people be informed, helping people be productive, helping create value and helping create the future. People have to understand the context, the reasons for the change, the plan and the organization’s clear expectations for their changed roles and responsibilities. (Heathfield; http://humanresources.about.com) see examples in APA Style Manual for citations from electronic sources
Who, what, why, where, when and how; this is the
References: Heathfield, Susan M. Change, Change, Change: Change Management Lessons From the Field. Retrieved June 1, 2005. http://humanresources.about.com/od/changemanagement/a/change_lessons_3.htm Holland, Winford E. (2000). Change Is the Rule: Practical Actions for Change, On Target, On Time, On Budget. Chicago, IL Dearborn, A. Kaplan Professional Company Pratt, Mary K. (2005). Leading Change – 12 Steps to Get Your Organization From Here to There. Management, January 10, 2005 Robbins, Steven (2003). Harvard Business School Working Knowledge, May 19, 2003 Tushman, M. & O’Reilly, C. (1997). Winning Through Innovation: A Practical Guide to Leading Organizational Change and Renewal. Boston, Mass. Harvard Business School Press