Change management professionals understand the value of change management and a change management methodology. They know that when you pay attention to the human side of the change, projects can be much more successful. But that isn't always the case for other leaders and colleagues. In fact, one of the most common frustrations is that others "don't get it." As a result, the change management professionals naturally become frustrated.
Remember that famous line from the classic movie "Cool Hand Luke?" "What we have here is a failure to communicate." Well, when it comes to transformational change, what we have here is a failure to inspire. If "transformational change" becomes nothing more than a cover for downsizing, it will be extremely difficult to get the demonstrated commitment you need to implement transformationally different processes, systems, and structures.
One of the challenges for Change Agents and organizations is to sort through all the various "change management methodologies" and identify what fits best for your needs. We have talked about a comparison of the Accelerating Implementation Methodology (AIM) to the ADKAR model from Prosci. How does AIM compare to the 8 step Kotter model?
On Tuesday, April 22 we are holding a complimentary webinar on "Sponsorship: Why You Gotta Have It. What to Do to Get It." First of all, why are doing another webinar on Sponsorship? Quite simply, it's because there is nothing as important to project success as Sponsorship. And unfortunately, there is nothing as problematic for Change Agents than securing lasting, active Sponsors!
External market forces are having a huge impact on global organizations. The question this raises from a change management perspective is whether your current change management methodology is sufficiently robust and scalable to fully address the impact of these forces on your organization.
One of the most common questions we get from clients around Defining the Change in the AIM methodology is to explain what we mean by "human objectives." Let's try and take the mystery out of human objectives once and for all!
So many organizations are investing in some level of business transformation--healthcare transformation, HR transformation, IT transformation, one company solutions. These are complex changes that have many moving parts, just from the technical implementation perspective.
There is likely no more important Change Agent activity than getting Sponsors to provide the visible commitment you need for transformational change success. We use the term "contracting" to describe these meetings because the most effective meetings involve an exchange of needs and offers.
One of the challenges in change management training is balancing the needs of the organization with the needs of associates. On the one hand, the organization needs to move as quickly as possible to implement the elements of its competitive strategy, whether that includes new technology, new business processes, a changed culture, and/or a new structure.
There may be no industry undergoing more significant and rapid change than healthcare. Transformational changes abound, whether it is in healthcare delivery (clinical redesign and transformation) or on the support side with changes created by electronic medical records or ICD 10.
