|
|
Historical approaches and a vertical perspectives are not working.
The resulting trend is horizontal change management. Horizontal is the positions of equal "rank" within verticals- like VP sales to VP IT. So there are up eight horizontals depending on the size of the organization.
The next trend is to place work in context with the whole. The whole being org. strategy, big picture, end state, direction of growth etc. Once a stakeholder knows how their work fits (which motivates them to participate) then they need to know when and with what effort that participation is needed.
This is a preview of Change Management Trends – Horizontal Change Management . Read the full post (360 words, estimated 1:26 mins reading time)
My simple definition-
The process of moving an organization and its people to a different and better state.
A good change agent does this in a way that links the context of work to the bigger picture, enlivens the culture of the organization, makes the right lists for the right people and does so with an empathetic and business approach.
A really good change agent (here I am thinking exclusively external although with the right leverage and status it could be possible for an internal change agent) does all of the above while also improving operational efficiency, developing employees-especially future leaders and layering in a replicable process for the next corporate initiative.
There is a trend now that coincides, not a coincidence I think, with the change in the economy, of creating an internal role responsible for change in the organization.
I say disturbing not for the role creation (I laud that) but for the fact that those that I have seen posted- Farmers, Best Buy, Juniper Networks to name a few- are all Director roles. This indicates that the positions are seen as project management roles rather than strategic people positions. Not a pretty picture (and if you are a first horizontal executive considering this, take time to consider the picture before you start the artwork). One of the three now has changed the position to a Senior Director role and posted for a Director (as least they realized after the fact that they started too low in the hierarchy).
What is more important for whole organization change, design/structure or method/approach?
…tempting, but it will be more collaborative to let this have a life of its own.
This was a question I asked on LinkedIn that elicited some interesting responses
http://preview.tinyurl.com/yby9mu2 if you want the full thread
This is a preview of The design versus method conundrum- Change management firsts . Read the full post (384 words, estimated 1:32 mins reading time)
Change Management big, broad and transformational requires every helpful resource possible, but not all resources. It requires leadership but not too much control. It requires energy and motivation, but with the right skill set and competencies at the right time ("championing" has gotten old and tired for stakeholders and those marked to be the cheerleaders) and it necessitates a balance of internal and external.
High level change consultants if they are effective, are focused on business objectives, value for the client and clear end states. Internal resources, change agents and the PMO along with the stakeholders, know the path (internal politics, established processes of communication and collaboration, reporting structures).
This is a preview of Structuring Massive Change as an Entity- What are the roles? . Read the full post (383 words, estimated 1:32 mins reading time)
An idea starts, a strategy forms, a new tool appears. Change will follow.
In order to get from beginning to end of the change that original seed will have to go through what I call Translation. For change to be successful that seed will have to be turned into work. To get the work to happen, context for the stakeholders will have be connected to big picture. Or if they are instantly on board their list of work will have to be presented to them. Getting there is the translation.
This is a preview of Translation- Vision to End State Context to Big Picture . Read the full post (321 words, estimated 1:17 mins reading time)
When change fails it is because of two reasons, politics or disconnected strategy.
And the second is often because of the first so now we are down to one reason.
This is a preview of Change Management Consultant, internal or external? . Read the full post (483 words, estimated 1:56 mins reading time)
|
|