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Change Management
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Why is Change Management so difficult ?
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It's the resistance towards the Change management makes it difficult.

"Why" we are doing the change management in first place ? if that answer is crystal clear to all the concerning stakeholders its a better and faster way to implement.
Network:1472



Shadav -

Newton's first law of motion says it best: "Every object in a state of uniform motion will remain in that state of motion unless an external force acts on it."

Very few human beings will want to embrace an externally influenced change which is why change management is critical to turn that extrinsic push into an intrinsic pull.

Kiron
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1 reply by SHADAV MOHAMMAD ANSARI
Jun 04, 2019 12:28 AM
SHADAV MOHAMMAD ANSARI
...
Completely Agree with Your points. Thanks for your reply.
Network:21777



Very hard to say. Resistance is one of the main factors
Network:851



Organizational change management, or project scope change?

The short answer for both is people and expectations.

For OCM, calling out resistance is technically correct, but is a bit of an oversimplification. Prosci, for example, looks at several factors that help address resistance (summarized):

Awareness - are people aware of what the change is, their role in making the change successful, and the need for change?
Desire - do they want to change?
Knowledge - do they have the knowledge needed to make the change?
Ability - do they have the ability to make the change?
Reinforcement - Are leaders and managers sending the right message, both in word and action?

Then, there is the concept of the change curve. You need to be able to evaluate where individuals are at on the change curve, and then execute strategies to help them progress.

One of the biggest challenges with this is when you are a Project Manager and don't have a Change Manager (which seems like is most of the time, for me). OCM takes time, and is most effective when it is not just another hat the PM wears.

Regarding Project Scope Change Management, it is made easier by having an effective process in place for reviewing and making decisions about the proposed changes. But, you may still have to deal with 1) people trying to go around the process and 2) justifying additional expenses or adding time to the project schedule. I don't know of an easy way to escape either of these.
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2 replies by Eric Isom and SHADAV MOHAMMAD ANSARI
Jun 03, 2019 7:59 PM
Eric Isom
...
Practical and useful response. Thanks.
Jun 04, 2019 12:28 AM
SHADAV MOHAMMAD ANSARI
...
Thanks for Well Explained Reply..
Network:185



Jun 03, 2019 10:17 AM
Replying to Aaron Porter
...
Organizational change management, or project scope change?

The short answer for both is people and expectations.

For OCM, calling out resistance is technically correct, but is a bit of an oversimplification. Prosci, for example, looks at several factors that help address resistance (summarized):

Awareness - are people aware of what the change is, their role in making the change successful, and the need for change?
Desire - do they want to change?
Knowledge - do they have the knowledge needed to make the change?
Ability - do they have the ability to make the change?
Reinforcement - Are leaders and managers sending the right message, both in word and action?

Then, there is the concept of the change curve. You need to be able to evaluate where individuals are at on the change curve, and then execute strategies to help them progress.

One of the biggest challenges with this is when you are a Project Manager and don't have a Change Manager (which seems like is most of the time, for me). OCM takes time, and is most effective when it is not just another hat the PM wears.

Regarding Project Scope Change Management, it is made easier by having an effective process in place for reviewing and making decisions about the proposed changes. But, you may still have to deal with 1) people trying to go around the process and 2) justifying additional expenses or adding time to the project schedule. I don't know of an easy way to escape either of these.
Practical and useful response. Thanks.
Network:2438



Jun 03, 2019 10:17 AM
Replying to Aaron Porter
...
Organizational change management, or project scope change?

The short answer for both is people and expectations.

For OCM, calling out resistance is technically correct, but is a bit of an oversimplification. Prosci, for example, looks at several factors that help address resistance (summarized):

Awareness - are people aware of what the change is, their role in making the change successful, and the need for change?
Desire - do they want to change?
Knowledge - do they have the knowledge needed to make the change?
Ability - do they have the ability to make the change?
Reinforcement - Are leaders and managers sending the right message, both in word and action?

Then, there is the concept of the change curve. You need to be able to evaluate where individuals are at on the change curve, and then execute strategies to help them progress.

One of the biggest challenges with this is when you are a Project Manager and don't have a Change Manager (which seems like is most of the time, for me). OCM takes time, and is most effective when it is not just another hat the PM wears.

Regarding Project Scope Change Management, it is made easier by having an effective process in place for reviewing and making decisions about the proposed changes. But, you may still have to deal with 1) people trying to go around the process and 2) justifying additional expenses or adding time to the project schedule. I don't know of an easy way to escape either of these.
Thanks for Well Explained Reply..
Network:2438



Jun 03, 2019 6:39 AM
Replying to Kiron Bondale
...
Shadav -

Newton's first law of motion says it best: "Every object in a state of uniform motion will remain in that state of motion unless an external force acts on it."

Very few human beings will want to embrace an externally influenced change which is why change management is critical to turn that extrinsic push into an intrinsic pull.

Kiron
Completely Agree with Your points. Thanks for your reply.

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