December 20, 2012
One sure way to ensure Change Management fails is not to talk their language. Talk their language and Change Management Success is much more certain.
December 20, 2012
December 7, 2012
To be able to set up league tables you first have to have KPIs and outcomes that can be measured. They you need to measure them and report back on the success or failure of individual sections or people.
You might start by recognising success and handing out "carrots" that reward success. People hate to be at the bottom of a league table so often respond by trying harder. Of course this isn't going to happen when people oppose the need for change and more severe remedies are called for.
This more start with simple name and shame but a more sever but proportionate response may be required where this fails. HR advice is well advised at this stage. It is as well to ensure that the powers that be support any action you might take at this stage .. hopefully you are working very closely with them and have their full support.
December 5, 2012
So what do I mean by politics if not party politics?
Well it is all about who forms groups, tribes, parties or whatever in an organisation and who the real influencers and decision makers really are. A good starting point is the organisational chart, structure diagram or organogram. This indicated who reports to managers and directors. But of course the reality is that the power behind the throne might well be who plays golf together, who went to the same school or who sleeps with who!
Cross party groups can also be set up when two distinct areas have a common interest. This might be in favour of change or against it.
So being politically aware is essential if you are to effect change.
Mixing with people outside the workplace or with previous employees that you trust will sometimes provide an insight into the politics.
December 3, 2012
The key to change management success is to discover what motivates the individuals running the parts of the organisation where change is planned.
Discover how the changes you wish to make will help them? Discover what has always given them hassle and what they personally want from change. Where possible build these in to the change or at least show how they are part of a process that will possibly lead to that end point (but don't make unrealistic promises). If they can see how change is going to help them, say, meet their KPIs they are more likely to take the action needed to make it happen.
Helping them plan and monitor change is also bound to help their change management process. Note; I've said "their change management process" because it will all happen far easier if they take ownership.