Change management is defined on Wikipedia as:
Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. In project management, change management refers to a project management process where changes to a project are formally introduced and approved.
While that is a fairly accurate statement, you should be aware of the underlying behaviors that result from making a change and how that directly impacts your role as the change agent.
My Politically Incorrect Definition of Change Management
Change Management – The process of communicating that the norms are no longer acceptable or profitable and the comfortable clique must be broken up. It involves the use of tools to identify who’s on board with making the change and who’s not. These methods will help you identify how to make changes less painful for those people who are like Linus from the Peanuts and still want to hang on to their security blanket of the “status quo”.
My definition may not be listed in any bestseller on Amazon.com, but it addresses issues that are key drivers in the change process. Often times changes are made to realize a cost savings. The current process has become too expensive, too complex, or simply takes more time than the customer is willing to wait. The reasons for change usually fall into those three categories. However, the reasons people are resistant to change are more complex and predictably irrational.
As the change agent, you have to develop an understanding of the psychology of change. It’s relatively easy to make a change on the CNC program for a turret press, if you have the technical knowledge. Trying to get another human being to change their behavior or develop an openness to change is by far more difficult.
It is possible to be a very technically competent, but lack the skills to motivate people to change. That’s why I don’t completely agree with the Wikipedia definition. There is some emotion involved in change management, so let’s take the next few posts in this series on change management to talk about how to beef up our EQ or emotional intelligence.
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Leave A Reply (5 comments So Far)
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alina
423 days ago
Hi this is alina.
First of all I appreciate your expertise in this topic. I am also relate with this topic and want to participate in your blog.
Please let me know if you agree with me….
Thank you
Roger Chen
444 days ago
This is great stuff, and I agree it is the real work for the Art of Lean Transformation. I am trained as an engineer and process innovator for the last 23 years, and I have been learning performance art for the last two years, and change is much more about audience management than process improvement, because it involves the human condition.
Monique
566 days ago
Thank you for your comment. I don’t agree with the Wikipedia definition because it makes no acknowledgment of psychological process that people go through when changes occur. Think about major changes that happen in your life, say a marriage, moving to a new house, or starting a new job. There is a lot of anxiety that is involved in those transitions, even if you are happy and looking forward to the change. The possibilities of the unknown cause people to have fear. As a change agent, there is not guarantee that the change will be perfect, and you have the task of reassuring the team you are leading that the change is good for them. Many will cling to what’s comfortable and resist, that’s a serious responsibility that the Wiki definition does not address.
I hope this makes more sense. This has been my experience that it’s important to realize that change is emotional. Acceptance of change is a psychological process in people. The technical toolbox goes out the window.
Monique
Six Sigma Yellow Belt
566 days ago
I agree with wiki pedia but I do not think why are you not agree?