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).Continue reading “Change management: simplifying change projects”