By: Izabela Waglay, President, EELI Group Inc. - Thursday October 13, 2011
When introducing anything new in our individual life, in an organization or society at large, we intuitively recognize that that introduction of change must be managed or we will not achieve what we have set out to do. Same applies when we introduce new technology including BPM automation. Very often we establish a change management team. We go through the mechanics of managing change. Why then the implementation of new technology such as BPM often does not deliver the expected benefits? Why the adoption and internalization of the change is slow or nonexistent? Is it because we are trying to manage what we really do not understand? Is it because we forget that change involves people?
People have to embrace the change, believe that the change is for the better, and trust those who introduce the change. To make change stick people have to change their behaviour and their mindset. Often, when the change is significant, people have to learn how to think differently, make the paradigm shift, start behave differently and develop new habits. To accomplish such transformation people need to be inspired rather than manipulated to embrace the change. So what is Change Management?
According to Wikipedia, ‘Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It is an organizational process aimed at helping employees to accept and embrace changes in their current business environment.’ Such definition of Change Management is often called Organization Change Management to differentiate from the software change management that refers to software configuration management or project change control that refers to managing the project scope, timeline, and budget. When we talk about the Organization Change Management we need to understand who needs to change and who are all the stakeholders that will be affected. [for more detail...]
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