Change Management: The people aspect

I started my search this week with change management as from experience this aspect is critical when implementing any new system or process. From my search I found two links very useful in giving an overview of change management and the issues related to change. I will gradually add more on change management but I decided to chunk and limit information to prevent brain overload :) .

Fortunately or unfortunately depending on which position you are in, human beings are complex beings with our own thought processes and value systems which guide our actions. Therefore, suggesting a change or ordering that change occurs does not in anyway determine that it will occur successful. One has to consider the people aspect.

The first link gives some very interesting stories to illustrate how people have reacted to change. The article emphasizes the need to pay attention to the culture of an organization when making changes. The author describes culture as, “that invisible and often complex system of beliefs and practices that determines how people act in organizations.” One of the recommendations that she made was to ensure that old standard operating procedures are replaced with new ones if the change is procedural.

The second link addresses the people aspect of change as well, in addition to giving an overview of change management. This website provides resources that may be helpful such as a decision making template. A salient point that was brought out was that change must not be imposed upon the people but rather they should be involved. The people who are involved should agree with the change or understand the change clearly. Below are some more pointers about the people aspect of change management:

• It is recommended that managers take the time to understand the people involved and try and understand why they feel the way they do before action is taken.
• Emails are quite convenient, but for communicating major changes it is not recommended; the face to face approach is best. Emails and written notices are said to be weak in conveying and developing understanding. In the age of technology this would include live meetings using video conferencing software.

http://www.anneriches.com.au/devil.html

http://www.businessballs.com/changemanagement.htm