How would you introduce change management to someone unfamiliar with the concept?

I recently explained it like this. If a supermarket needs to move the bread from aisle three to aisle six, I make sure everyone still gets toast for breakfast. -- Everyone understands that, and then it's a conversation starter for the impact you can help them with. The person who builds the shelves understands. The person responsible for ordering the bread understands. The person on the customer service desk understands.... etc. And they call all appreciate the other moving parts and get you to help with theirs.

I like the analogy that the project manager prepares the solution for the people, while the change manager prepares the people for the solution.

I take a moment to introduce the concept of change management, a crucial aspect of organizational development that plays a significant role in ensuring the success of transformative initiatives. Change management typically follows a structured process, including assessment, planning, implementation, and evaluation. It adapts to the unique needs of each organization and project, ensuring a tailored approach to managing change effectively.

Change management is about helping people navigate through change in a way that feels positive and constructive, helping everyone adjust to new ways of doing things. It's about acknowledging that change can be hard, and creating a supportive environment for everyone to adapt. It’s not about forcing change on people, but about involving them in the process and making sure they feel heard and understood. It’s about creating a sense of collaboration, and being there to support and encourage everyone along the way. It’s not easy, but it’s important for making sure that everyone feels valued and supported during times of change. In the end, is about being human and recognizing that change can be tough, but that we can get through it together.

Change Management is important because when the company leaders come and say: "we are going to be this now", someone needs to operationalize that idea and make sure that it happens. Companies go through several stages where they need to revise how they do business and what needs to change to survive. Eg. a small startup Co-Founded by high-school friends will not stay in business as the business grows if they do not build processes and start hiring people professionally. Some Founders may exit, others may become shareholders, etc. All of these changes impact the company in all possible ways. And they need to be managed professionally, especially as the company grows and it becomes more difficult to keep your eye on every part of it.

- Increased adoption and usage of new initiatives: Change management leads to higher ROI and improved performance. - Enhanced employee engagement and morale: By supporting individuals through the transition, you boost their commitment and productivity. - Greater organizational agility and resilience: Change management equips organizations to navigate future changes with confidence.

I started as a Project Manager who realized that my projects were not hitting their targets on the technical-side because we did not account for the people-side of change. Any new change successfully implemented on the technical-side may still fail if the people impacted by the change have not been considered. Please note, this is still a new concept for a lot of PMs you may meet!

It is not only the merits of change that matters yet its all about how management buys in and support change There are son many cases where change have an adverse impact when management does not take action needed to make change happens

Change management is important because it ensures that everyone is included in the journey toward a new and promising destination. By giving every colleague a ticket or invitation to join the ride, the process becomes more enjoyable and less intimidating. Embracing change together fosters unity, support, and a shared sense of purpose. It allows for the navigation of unforeseen challenges and celebrations of progress, ultimately leading to a destination that exceeds initial expectations. Change management ensures that the entire team grows and evolves together, making the journey and its accomplishments all the more meaningful.

Applying change management is like being a coach of a sports team. You explain the game plan, make sure everyone knows their role, and listen to their ideas and worries. You cheer them on, give them tips, and celebrate when they do well. It's all about helping the team play the game well together.

In my experience, application of change management principles depends on your context. It's important to figure out what principles not only make the most sense in your organization but also which ones will be easier to do so because the systems and structures in your organization will help facilitate application. It'll be important to leverage what's already available in your organization and ride that wave if your organization shows any hesitancy towards change.

When I think of change management, one fundamental that I consider is how to apply Q x A = E. How can the team balance the Quality of the widget/program/change with how well it is going to be Accepted by those who are impacted or are enacting the change and that will ultimately impact the Effectiveness of the change. To get effective change (stickiness) it is really important to get stakeholder analysis right so that all of the engagement during and after the change is as strong as possible.

Apply change management principles in project management by systematically identifying and assessing changes, engaging stakeholders, planning clear communication, establishing an approval process, providing training and support, implementing changes with a detailed plan, and monitoring outcomes for continuous improvement. Regularly document and evaluate the change management process for effectiveness.

Applying change management principles begins with understanding the human side of change. Start by communicating the need for change clearly, involving key stakeholders from the outset, and creating a shared vision for the future. Empower individuals by providing the necessary tools, resources, and support to navigate the transition.

I believe that the SWOT analysis is the most important piece of change management. Just think of everyone in your organization did a SWOT analysis! You would have thousands of eyes looking at processes and change tactics that could improve everything from morale to finances to quality safety, etc. add that to the fact that you’ve added value to every employee and you have an organization that just by doing the SWOT analysis has already changed Doesn’t get any better than that.

There are a wide array of tools you can use to support change management. I am a huge advocate for 'just enough' change management tools. You want your time to be used in the support of people delivering the work, rather than maintaining tools that may not be serving you or them! Key stakeholders are often attached to certain tools. It might be a risk log, a Gantt chart, or a highlight report. Being able to challenge the need for these tools is a vital part of your role. All stakeholders need confidence that the change you are delivering is on track. Fewer tools, that all stakeholders engage with and understand, are much more effective in supporting change than trying to use all the tools.

One of the most successful change management tools I've used is Appreciative Inquiry. This is a change management process that involves any stakeholder inside and/or outside the organization who wants to be involved in a collaborative process of diagnosing and dreaming about the change together. The reason why Appreciative Inquiry is so successful is because it allows for everyone's voice to be included and gives people an opportunity to participate in the change rather than simply be notified about it.

We have had a lot of success with a vertical start up assessment. This is a very detailed assessment of what would prevent you from being 100% productive in the first 30 days post change. This tool is used typically for manufacturing lines and has been modified for change.

Cada organización es única, y las personas que la conforman son únicas. Las herramientas está bien tenerlas como recursos, pero no son un fin en si mismas. Necesitas contar con un proceso que se ajuste a tu organización e introducir el cambio en el ADN de la misma. Necesitas convertir el cambio en: - Algo positivo y gestionarlo como una constante - Una oportunidad para probar, fallar y aprender - Un medio para un fin y no en un fin en sí mismo

It's important to remember that change is constant. It doesn't matter, if we like it or not, it will keep happening. So there are 2 choices: embrace and use it to your advantage (take change management as part of your key objectives) or get scared by it and slowly fail, because the changing environment is as ruthless as evolution.

I would remind people that change is not what we are managing rather people’s transition, which is internal and personal. Change is external. It is a variable.

Dont talk about Change Management all. If you identify they could benefit from Change Management support then simply provide them actions you would take to help them. No jargon. If they accept that help and they see positive result as a consequence then great they associated what you did with good things. But still dont talk about Change Management, just keep finding alignment from what they need and what you know from Change Management that can help them. One day they may ask you, " what do you call what it is you do" and then, and only then, should you talk about Change Management. Then they are ready to hear about it.

It is a journey to bring a person, a team or an organisation from point A to point B. Let's name point A is current and point B is desired future state. You want to know why it is really your desired state and what's matter to you! You need spirit, courage and structural plan to get you there. Some helping hands when running short. You want to continue with your good and abandon the bad. You want to do thing differently, some reinventions. You want to pickup something new along the path. You may interact with peers and externals closer than now. You want to keep things on track thoughout the journey. You will expect some pains but good harvest at the end of the journey. That's change management in simple wordings.

Change, whether it is driven by external factors such as technological advancements or internal initiatives like restructuring, can be challenging for individuals and organizations. The purpose of change management is to address both the technical and human aspects of change, ensuring its successful adoption and minimizing resistance.