Old technologies need to be replaced, while existing solutions require upgrades to address more demanding regulations. Finally, IT needs to roll out new solutions to meet business demands. As the Digital Age transforms many industries, the rate of change is ever-increasing and difficult for IT to manage if ill prepared. The Information Technology Infrastructure Library ITIL provides a set of best practices for change management that makes it easier for IT professionals to roll out and prioritize changes efficiently, without negatively impacting customers or agreed-upon service levels.
Change management is a term that is bandied about freely. Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. The focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one.
The change in question could range from a simple process change, to major changes in policy or strategy needed if the organization is to achieve its potential. Managing Change in Your Organization Theories about how organizations change draw on many disciplines, from psychology and behavioral science, through to engineering and systems thinking.
The underlying principle is that change does not happen in isolation — it impacts the whole organization system around it, and all the people touched by it.
In order to manage change successfully, it is, therefore, necessary to attend to the wider impacts of the changes. The Change Curve is a useful model that describes the personal and organizational process of change in more detail. Change management is, therefore, a very broad field, and approaches to managing change vary widely, from organization to organization and from project to project.
Many organizations and consultants subscribe to formal change management methodologies. These provide toolkits, checklists and outline plans of what needs to be done to manage changes successfully.
When you are tasked with "managing change" irrespective of whether or not you subscribe to a particular change management approachthe first question to consider is what change management actually means in your situation.
Change management focuses on people, and is about ensuring change is thoroughly, smoothly and lastingly implemented. And to know what that means exactly in your situation, you must dig down further to define your specific change management objectives.
Typically, these will cover: Defining the re-training plan? Changing job descriptions and employment contracts? As every change is different, responsibilities will vary depending on how the change activities and project are organized.
Again, the range of possible activities is broad.
Coming from this, the activities involved in managing change can include: Ensuring that there is clear expression of the reasons for change, and helping the sponsor communicate this. Identifying "change agents" and other people who need to be involved in specific change activities, such as design, testing, and problem solving, and who can then act as ambassadors for change.
Assessing all the stakeholders and defining the nature of sponsorship, involvement and communication that will be required. Planning the involvement and project activities of the change sponsor s. Planning activities needed to address the impacts of the change. Ensuring that people involved and affected by the change understand the process change.
Making sure those involved or affected have help and support during times of uncertainty and upheaval. Assessing training needs driven by the change, and planning when and how this will be implemented.
Identifying and agreeing the success indicators for change, and ensure that they are regularly measured and reported on. Remember, these are just some typical change management activities. Others may be required in your specific situation.
Equally, some of the above may not be within your remit, so plan carefully, and coordinate with other people involved. Finding This Article Useful?
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Change management is the process, tools and techniques to manage the people side of change to achieve the required business outcome. Change management incorporates the organizational tools that can be utilized to help individuals make successful personal transitions resulting in the adoption and realization of change.
Organizational change management is central to the deployment of any transformation initiative. Our approach is designed to ensure that people understand the need for change and have the right capabilities and motivation to accelerate and make the change. Webpage on Management Functions, Human Resource Management, Economic and Social Environment, Accounting and Finance for Managers, Marketing, Management Information System, Quantitative Analysis, Management Economics, Organisational Design Development & Change, Strategic Management, Social Processes and Behavioural issues, Human Resource Development, HR Planning, Managing Change.
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