The Common Denominator in Change Management Methods
Aug21

The Common Denominator in Change Management Methods

There are many Change Management methodologies out there, and most of them are just as effective as the others.  They may vary in scope, for example, some may cover more Change Management concepts.   They may also vary in complexity, where some require more knowledge of Change Management fundamentals.  In either case, most Change Management methods can be reduced to the same common denominator… engaging with stakeholders. In Change Management, a stakeholder is either someone who is impacted by the change or someone who can influence the change.  This distinction between impact and influence is important as it sets the foundation for the rules of engagement.  At its most basic level, traditionally stakeholders being impacted have minimal authority over the change, whereas stakeholders with influence have maximum control over the change.  For this reason, how you engage with them will vary; however, the key to success for both is engaging them in the first place! Below are some tips for engaging with stakeholders. Find out their wants and needs.  Take the time to really get to know your stakeholders, either individually or as a group, so that you can analyze their situations and perspectives in order to uncover their concerns and requirements. Personalize the interactions.  Tailor your messages based on your stakeholder analysis so that your interactions are personalized, meaningful and compelling. Follow through on commitments.  Build trust with your stakeholders by setting, managing and meeting their expectations. Be consistent and supportive.  Remain stable and dependable when stakeholders experience varying emotional responses to the change, as those reactions are natural and to be expected. To summarize, stakeholder engagement is not one-way, nor is it one-time – it’s an ongoing dialogue that builds relationships. What other common denominators do you feel are critical success factors for Change Management...

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Got Transformation Glue?
May15

Got Transformation Glue?

My family often asks me, “Jayme, what do you do exactly?” I tell them, “I help organizations realize the value in major program transformations by managing the people side of change.” Before I can even give them an example to help make it relatable, I see that all-to-familiar glazed look in their eyes, and its official… I’ve lost them again! If you ask most Change Managers, we will tell you that the value of change management is successfully implementing changes that meet their time, budget and quality goals. This statement is supported by continuous research that qualifies and quantifies these benefits. One study completed by IBM found that, on average, only 41% of projects were considered successful, meaning that they fully met their objectives. On the other hand, 44% of projects failed to meet their time, budget or quality goals, while 15% failed to meet all objectives or were stopped all together. A detailed analysis revealed a highly significant correlation between project success and four important change management areas of focus: real insights, solid methods, better skills and right investment. In essence, those Change Managers who excelled in the above focus areas reported an 80% project success rate, nearly double the average. A recent benchmarking study released by Prosci also discusses the correlation between change management effectiveness and project success, e.g., meeting objectives, staying on or ahead of schedule, staying on or under budget. As you can see, time, budget and quality are measures that are commonly used to evaluate the success of a specific operational change. However, what I wonder is… by emphasizing this operational value of change management, have we lessened its strategic importance? According to the Business Dictionary, strategy can be defined as, “the art and science of planning and marshalling resources for their most efficient and effective use in order to bring about a desired future, such as the achievement of a goal or solution to a problem.” Therefore, the strategic value of change management would be its contribution to bringing about a desired future for an organization. At its core, this is what change management does! Change management facilitates an organization’s smooth transition from its current state to a future state. Specifically, here are my Top Five Reasons Why Change Management is Strategically Important for an Organization. Change management contributes to the identification, prioritization and realization of the value brought to an organization, and to a positive return on investment, as a result of the change. Change management provides leadership responsible for managing the change with a directed course of action, including identified objectives and milestones structured to align the organization’s people and culture...

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