"What is change management?"
This is a question that is often raised in organisations. While many of us 'know' intuitively what change management is, we have a hard time conveying to others what we really mean. In thinking about how to define change management, it is important to provide context related to two other concepts – the change itself and project management.
This session shows how change management and project management are two critical disciplines that are applied to a variety of organisational changes to improve the likelihood of success and return on investment.
Ultimately, the goal of change is to improve the organisation by altering how work is done.
When you introduce a change to the organisation, you are ultimately going to be impacting one or more of the following four parts of how the organisation operates:
• Processes
• Systems
• Organisation structure
• Job roles
While there are numerous approaches and tools that can be used to improve the organisation, all of them ultimately prescribe adjustments to one or more of the four parts of the organisation listed above.
Change typically results as a reaction to specific problems or opportunities the organisation is facing based on internal or external stimuli. While the notion of 'becoming more competitive' or 'becoming closer to the customer' or ‘becoming more efficient' can be the motivation to change, at some point these goals must be transformed into the specific impacts on processes, systems, organisation structures or job roles. This is the process of defining 'the change'.
Formally defining change management and project management
It is not enough to merely prescribe 'the change' and expect it to happen - ...