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Introduction

It was a trick question; 'What's the single most important factor in a successful systems implementation project?'

I should have known the answer he was looking for, given that he was standing next to the program’s Change Manager. But I was a brash young Project Manager, part of what used to be called ‘the arrogant IBMers’ and I said, without a pause, a strong group of experienced developers working with a competent PM.

‘You’ve got it all wrong son,’ said the experienced IBM Partner ‘If you don’t get your change management right, your project will fail every time.

So, What is Change Management?

It was a trick question; 'What's the single most important factor in a successful systems implementation project?'

‘You’ve got it all wrong son,’ said the experienced IBM Partner ‘If you don’t get your change management right, your project will fail every time.

Common Types of Resistance to Change in Organizations

It was a trick question; 'What's the single most important factor in a successful systems implementation project?'

‘You’ve got it all wrong son,’ said the experienced IBM Partner ‘If you don’t get your change management right, your project will fail every time.

Failure to properly communicate the six W’s (What, Why, When, Who, Where, and How), leading to fear of the unknown.
It’s easier (and less work) to hang on to the old ways of doing things
It makes people unhappy to know that things will change Lack of ongoing support
It makes people unhappy to know that things will change Lack of ongoing support

Change Management Models

Over time Change Management consultants have developed structured models that provide frameworks for organizations looking to embark on major changes.

Some of these, like John Kotter’s Change Management Theory and the Prosci ADKAR Model, are specifically focused on large organizational changes. While others, such as the Kübler-Ross Change Curve (borrowed from work done on dealing with grief), focus on the human element of dealing with changes. These models are all tools that an effective Change Manager will use at different times, depending on the nature of the change being introduced. This could be a large organizational change (such as a restructuring or a move to Agile Ways of Working), or something much smaller (such as a change to a single employee’s job role).

Sounds good, where do I sign?

Benefits of Positive Change Management

It’s easy to see the benefits of good positive Change Management:

happy, or at least, not disgruntled employees;
faster, smoother uptake of changes, leading to a faster realization of their benefits;
lower turnover as a result of the change;

Embracing Change Management And The Benefits That Come With It

Over time Change Management consultants have developed structured models that provide frameworks for organizations looking to embark on major changes.

Sounds good, where do I sign?

Enterprise applications

Oracle

Microsoft

Enterprise applications

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