Change management: simplifying change projects

I used to get asked to do “change management” on projects that were not change management projects.

This is annoying if, like me, you really love doing change management projects, and there are so few opportunities to do really proper change management like those you read about in change management books.

The projects I was asked to work on were often the very opposite of change management projects, they were projects designed to minimise change while something disruptive happened. They were business continuity projects with the aim of avoiding the impact of changes happening elsewhere.

The most common example I was involved in was an office relocation, where you want the impact of the move to have minimal impact on the operation. You might want to take advantage of an office move to improve some things about how you work together, but the point is that they are peripheral, you are not changing how people work in order to improve your Key Performance Indicators (KPIs), and therefore, although it’s a bit change-management-y, it isn’t really driving transformation of the organisation.

If we look at an organisation’s performance over time (using the KPIs as the performance measure) then a successful organisation will probably be happily motoring around the amber/green lines most of the time.

The purpose of this type of “change management” (i.e. business continuity management) is to keep the Organisational Performance (OP) line as consistent as possible despite being buffeted about by disconnected external factors (i.e. disconnected from the KPIs, and so not central to the performance of the organisation).

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Change: principles of problem formations and problem resolution by Paul Watzlawick, John H. Weakland, and Richard Fisch

This isn’t an organisational change book.

It’s about individual problem solving from the perspective of psychology and therapy – but the underlying ideas are applicable to change management anyway, and for this reason the book is a useful addition to the change manager’s bookshelf.

Change is an individual journey anyway.

All change management models I can think of: PROSCI’s ADKAR, Kotter’s 8 Steps, William Bridges Transitions model, Lewin’s unfreeze-change-freeze (that really needs a better name), change equation, Peter Senge’s approach … they all focus on the individual (less so Kotter perhaps).

So a psychological approach is useful, but we have to be careful. If we’re not trained psychologists, we have to be cautious with using the little bit of knowledge we get from this sort of book, and make sure we don’t overreach into territory we’re not qualified to operate in.

So I’m not going to talk about all parts of the book, I’m going to twist this review toward organisational change management and learning and development … so if you’re interested in this from a therapist’s perspective, this review won’t float your boat.

Change

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