What are the most common conflicts in Systems Management change management?

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Change management is the process of planning, implementing, and evaluating changes in a system, such as an IT infrastructure, a software application, or an organizational structure. Systems management is the discipline of managing and optimizing the performance, availability, and security of such systems. Change management and systems management are closely related, but they can also generate conflicts that hinder the success of both. In this article, we will explore some of the most common sources of conflicts in systems management change management and how to resolve them.

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1 Stakeholder alignment

One of the main challenges in change management is to align the expectations and interests of different stakeholders, such as business owners, end users, developers, operators, and vendors. Each stakeholder may have different goals, priorities, perspectives, and preferences regarding the change. For example, business owners may want to introduce new features or functionalities to increase revenue or customer satisfaction, while operators may want to maintain stability and minimize risks. To avoid or reduce conflicts, systems managers need to communicate effectively with all stakeholders, understand their needs and concerns, and involve them in the change process. They also need to establish clear roles and responsibilities, define success criteria and metrics, and provide feedback and recognition.

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Fernanda Melo

Gest?o Comercial/ Ciências Econ?micas MBA Gest?o Empresarial MBA Gest?o de Projetos e Processos ??Yellow Belt Lean Six Sigma
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O alinhamento e a comunica??o é fundamental para o sucesso dessa transi??o. A mudan?a muitas vezes n?o é bem vista e na maioria das vezes é bem difícil de ser aceita, mas se houver engajamento real com as partes, disseminando os reais motivos da mudan?a, assim como, a identifica??o das lacunas pelas partes envolvidas e as sugest?es de melhorias, servirá de norte para todos, pois a imposi??o sem entendimento do operacional, sem envolvimentos de todos e alinhamento de necessidades n?o resultará em bom negócio, por isso, a palavra chave é (alinhamento).

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Leina Gilster

Data Analysis & Visualization | Improvement Specialist | Increased Profitability by 20% | Passionate About Unlocking Business Potential
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One thing that I've found most beneficial when it comes to stakeholder alignment is to help each stakeholder understand how other stakeholders' goals support their own. Helping each person see the whole picture doesn't just get people to understand. It starts to move everyone in the same direction with buy-in. It fosters a culture of teamwork and support because "reaching their goals helps me reach my goals." It's the key to getting closer to an environment where perspectives are valued and included in the problem-solving process.

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2 Change impact

Another common source of conflict is the impact of the change on the system and its components. Changes can affect the performance, availability, security, compatibility, and functionality of the system, as well as its dependencies and interactions with other systems. For example, a change in a software application may require changes in the underlying hardware, network, or database, or may affect the integration with other applications. To prevent or mitigate conflicts, systems managers need to assess the impact of the change before implementing it, identify potential risks and issues, and plan for contingency and rollback scenarios. They also need to test the change in a controlled environment, monitor the system during and after the change, and document the change history and results.

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Wayne Shimoon, MBA

Management Executive
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Identifying the interdependencies between devices and workloads impacted by change is really important to have affective change management. Allowing for testing of changes in a lower state before production also super important. Lastly, ensure you have a proper back out plan established in case something goes wrong. Back up your environment prior to making the change for safe keeping. Lastly, document your lessons learned once the change is completed. In large organizations change control are an effective means to communicate and govern all changes with stakeholders. Having a followed process is important as well.

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3 Change frequency

A third common source of conflict is the frequency of changes in the system. Changes can be triggered by various factors, such as market demands, customer feedback, security updates, bug fixes, or innovation initiatives. The frequency of changes can affect the stability, reliability, and predictability of the system, as well as the workload and stress of the systems managers and other stakeholders. For example, frequent changes may increase the chances of errors, conflicts, or disruptions, while infrequent changes may reduce the responsiveness, agility, or competitiveness of the system. To balance or optimize the frequency of changes, systems managers need to prioritize and schedule the changes based on their urgency, importance, and complexity. They also need to adopt appropriate methodologies and tools, such as agile, DevOps, or ITIL, to streamline and automate the change process.

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4 Change resistance

A fourth common source of conflict is the resistance to change from the system users or other stakeholders. Resistance to change can stem from various reasons, such as fear of losing control, comfort, or status, lack of trust or understanding, or dissatisfaction with the change outcomes. For example, users may resist a change that alters their workflow, reduces their functionality, or increases their learning curve. To overcome or reduce resistance to change, systems managers need to communicate the rationale, benefits, and risks of the change, solicit and address feedback and objections, and provide training and support. They also need to foster a culture of change readiness, openness, and collaboration among the system users and other stakeholders.

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Leina Gilster

Data Analysis & Visualization | Improvement Specialist | Increased Profitability by 20% | Passionate About Unlocking Business Potential
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My go-to way to counteract change resistance is to include those who are most resistant in the change process. I do this for several reasons. First, I have found they often have very useful insight into possible risks that could impact a wide variety of players. Secondly, my experience is that they are willing to have a hands-on role in the change process. A.K.A - they are willing to be an invested member of the problem-solving process. That is always a win. Lastly, because they have buy-in throughout the process, they become my point-person during the change roll out. They assist with communication, documentation, coworker assistance, etc. Ultimately, initial resistance is an opportunity to bring someone deeper into the team.

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5 Change governance

A fifth common source of conflict is the governance of the change process. Governance refers to the policies, procedures, and standards that guide and regulate the change process, such as change approval, authorization, notification, verification, and audit. Governance can help to ensure the quality, consistency, and compliance of the changes, as well as to prevent or resolve conflicts among the change agents and stakeholders. However, governance can also create conflicts if it is too rigid, complex, or bureaucratic, or if it is not aligned with the system objectives, requirements, or capabilities. For example, governance can hinder the speed, flexibility, or innovation of the change process, or create unnecessary overhead or duplication. To avoid or minimize governance conflicts, systems managers need to design and implement a governance framework that is appropriate, effective, and efficient for the system and the change context. They also need to review and update the governance framework periodically to reflect the changing needs and conditions of the system and the stakeholders.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most common conflicts in Systems Management change management?

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1 Stakeholder alignment

2 Change impact

3 Change frequency

4 Change resistance

5 Change governance

6 Here’s what else to consider

Systems Management

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