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Change Designs

Newsletter

November 2015
Practical expertise @ work.
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Manage change better.

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Many people believe that all it takes to manage a change is to hire a change manager, and select and train change agents. Then magically, their strategy will be implemented, their culture will change, transformation will happen, and their new system will be adopted.

It sounds so easy. Yet the reality is often very different. Change agents are often frustrated by powerful people who are intent on protecting the status quo. Their own bosses often work against them. Sometimes they are forced to choose between keeping their bosses happy, or to continue acting as a change agent. Usually, they choose to do what they are rewarded for doing - their existing jobs.

A few change agents cannot change a large scale organizational system and structure that is designed to protect the status quo. Not on their own.

Our first article discusses how to provide political support to your change agents. Our second article shows you how to set up an interlocking change management infrastructure - one that ensures that all the key role players in the organization support both the change being made, and one another. We then provide you with a change management dashboard you can use to measure your likelihood of success with a change you are currently working on.

We hope these articles and tools will help you and your organization to manage change better. To ensure that everyone in your organization works together as they implement your change.

The Change Designs team

Article: Help change agents deal with politics

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Help your change agents deal with politics.

How to provide political support to your change agents.

Many organizations set up a system of internal change agents to help them manage large scale organizational changes. Whether the change involves changing a culture, implementing a new strategy, or introducing a new system, structure or process, change agents play a crucial role in implementing an organizational change within their particular area or function.

Change agents often receive training and toolkits to enable them to lead a change successfully. After their training they go off into the organization brimming with new skills and confidence. They are ready to change the world - or at least their own department or branch. And then they come face to face with a brick wall of politics and the organizational culture.

This article shows how politics can prevent change agents from making a change work. Then it shows you how to provide political support to your change agents.

Help your change agents deal with politics.

Article: How to develop a change management infrastructure

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Develop an interlocking change management infrastructure

How to ensure everyone in your organization supports one another during an organizational change.

A large scale organizational change requires everyone, at every level of the organization to support the change, and to support one another. This means:

  1. Employees need to be supported by change agents in learning new skills and behaviors.
  2. Change agents need support from middle managers, and their own bosses.
  3. Middle managers need support from their leaders or the executives.
  4. Everyone at every level of the organization needs to know exactly what they need to do, to make the change work. Everyone also needs support from the people around them as they begin to act in ways to support the change.

Read more about how to set up an interlocking change management infrastructure in your organization, to ensure everyone supports both the change, and one another.

Set up an interlocking change management infrastructure.

Dashboard: Measure your change.

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Change management dashboard.

Measure the likelihood of your change succeeding.

Use our change management dashboard to measure the current state of change management on your project or change process. Determine the extent to which different role players in your change are doing what they need to do to support your change. See where politics may undermine what you are trying to achieve.

Then get advice on what you need to still do, to improve the effectiveness of change management in your organization, or on your project.

Change management dashboard.

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