edadmin:changemx
change management
change management is difficult
there is ALWAYS a cost to any change
if it ain't broke, don't fix it!
change always creates a new process and new processes have a habit of causing anxiety, fear, and confusion
frequent changes are even more problematic
there may be staff who are dissenters or easily persuaded by dissenters to be negative about the change, and this needs to be actively managed early, or ignored at the project's peril
BEFORE one embarks on a project that will result in change, ASSESS the COST-BENEFIT ANALYSIS FIRST!
IS CHANGE REALLY NEEDED?
WILL THE COST be WORTH IT?
WILL the change be SUSTAINABLE?
steps of change Mx
identify the need for change
can the solution be justified and is it credible?
can the solution be accepted?
this requires the above conditions to be met AND staff actively managed to ensure adequate buy in
one will probably never convince the strong dissenters, but one should ensure those sitting on the fence are brought along and have buy in while the strong dissenters addressed to ensure they do not risk the project (assuming their concerns are NOT valid)
it is important the leaders accept the change and believe it is credible and justifiable so that they can lead the change Mx
what are the potential unintended consequences?
beware of increasing complexity!
identify other barriers to the change
is the timing right for change?
ensure the change is sustainable
there is no point going through all the hard work and pain of change Mx only to find that lack of resources or unintended consequences results in the change being abolished
most projects need additional resources to keep training new staff, monitor compliance and issues, and troubleshoot these to ensure a continual improvement cycle is possible - EDs are not static environments - most change needs ongoing tweaking to fit the changing business needs
build in early potential successes
edadmin/changemx.txt · Last modified: 2017/11/01 19:34 (external edit)