Inside, outside, alongside In a recent tutorial, Prosci proposed some models for organising a change team with a project team. They came up with four models described below. I think they missed the most important model. Read through the article and see if you agree with me.
Category archives: Change Function
Three supports to successful change
Is Managing Change the same as Project Management? A recent tutorial from Prosci identifies three critical areas of activity needed for change success. The model is both simple and elegant. However, it opens the question about where should change management professionals go for their support. The three areas are: project management; sponsorship; and change management. …
How to persuade people to change
Persuasion skills for a Change Manager There are two basic ways to get people to do what you want: tell them and ask them. Actually, telling people is incredibly effective and works more often that you might expect. Tell is really the tool of the manager. I remember when I first became a manager (actually …
Communications: urgent or important?
The communications challenge On a course recently a participant offered a throw-away comment during a discussion on stakeholder engagement: “I find there is so much stuff I have to do that I don’t have the time for communications”. This seemed to sum up for me the way projects and change teams deal with communications and …
Strategic change journey
Internal strategic change for fast growth I have written in the past about the need for change in an organisation being driven by strategic change outside. A recent article in the Harvard Business Review on Transient Advantage by Rita Gunther McGrath (one of my favourite management authors) shows that there are internal drivers for change …
Lessons from Big Science
A comment piece in a recent edition of the economist looked at lessons that the rest of the world can take from the collaborative projects in Big Science. Big Science is things like the Large Hadron Collider at CERN at which the existence of the famous Higgs Particle was demonstrated to world wide interest. The …
Change Maturity – how do you tell?
Over the last couple of weeks we have been working hard to develop a questionnaire to help people identify their level of change maturity. That means writing incisive questions to identify behaviours typical of a particular maturity level which are not typical of another maturity level. This begs two questions:
Change is THE strategic capability
Making change a strategic capability I have been working on a capability model for change recently and then preparing to teach a course on strategy as part of a management qualification. Putting the two together brings me to a conclusion that the one thing an organisation has to be able to do to survive is …
Using a capability model for organisation change
Change Capability Model We have developed a simple capability model for organisation change. The purpose is to better understand the nature of organisation change and how people go about it. The model allows us to explain what sort of training is useful given the organisation’s capability maturity (i.e. the level they are at). It also …
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Its the activities that count
Strategic Change The key to a successful strategic change is to change the things that matter to an organisation’s survival; and leave the things that don’t matter to operations. In his seminal paper ‘What is strategy?‘ Michael Porter argues that effective operations is necessary for survival, but not sufficient. Strategy is always needed. So I …