Changes in the vast majority of managers spend a lot of time to record the changes that have taken place. But why they do not spend time together with key decision makers in these changes before the fight together? I recently with the current and previous clients of discussion, one has been the subject of repeated again mentioned. Enterprise budget after several years of hard times after the revival, HR managers and found they have many items to be considered.
More importantly, the business users have not yet begun for the implementation of the project has changed demand. Simply put, they want muddled the situation there before, on the resumption of their rope change management system. Meanwhile, they contacted each of the management changes demonstrate the fear and revulsion is still fresh. Under normal circumstances I would listen to their prattle, and then shifted to other topics. In most cases, because they know what it is they can do not do anything, but I understand that they are aware of, So usually just casual chat. But when one of them asked me directly on the one I always love to quote the words : "
Today is ancient history. "In the pocket of a great circle, I last spoke with him a few years ago, I see. Why is the management of change will bring a lot of painful changes in enterprise management, changes in the formation of a committee or appoint a manager to change from various business sectors collection of ideas and changes in the building and. Then changes have to go through a vetting process.
The proposal was adopted or ideas will be implemented. Rejected views will be thrown into the dustbin, only in the future when there will be opportunities for SMEs. All changes, whether approved or rejected, will be recorded This inspection or future managers who can demonstrate a record of an idea has gained the attention they deserve. In a good system, the changes were approved on the log as change control system changes to the records, theoretically allow any part of the visit. These records on paper looks very good.
Indeed, the change management system is usually only changes in the cycle before the end of play. It records the Who's Who will decide in which areas to enforce. In the application development process, these powers fall into a group of developers and among system designers. In the system, system administrators and systems engineers have the power to change. If the commercial systems, each participant will be able to influence and their related processes. If the attempt to change the manager refused to change, he would deprive other people of power.
If the decision had been made. Managers will be able to approve changes in the implementation, but the absence of control over the implementation of the power and the influence, They can not prevent the occurrence of a change. This makes many changes become manager of record, futile tracking system with the changes in each one. In a small, simple environment may cause some problems. Changes in the implementation of every one who understands the system that none of the other choices. And the more complex environment, people only know their jobs.
Only a very seasoned professionals to understand their associated with the situation. The other hand, should change manager for the business systems (or application framework) is a comprehensive knowledge and understanding also need to commercial structures have a profound understanding. He will be able to see changes in their daily work results. He can see the changes brought about by the more impact. In other words, he should have the ability to determine whether a change should happen, but he lacks the ability to use such powers. I know that there are at least three companies IT departments to play a role in the management of change and have the power to bring about change. These enterprises invested a lot of manpower and material resources to implement ERP.
They also have experienced a "shadow ERP", but this is another topic. Change management so we, as managers, how to manage change? This requires the use of an enigma words : Today is ancient history. If we force our change managers to accept or reject the changes between choices we deprived them of the changes in the effective management capacity. This is the result of all the past history of the sum.
Every time when we expand our influence and role to play, or the use of power, we made a little change, These changes will have an impact on the future. If we want to control change, then we need to find a suitable place to use our tools, to make some minor changes to help make better tomorrow. For the management of change, I suggest that my clients concern wrong things. I have seen the change management systems, the system is nine tenths of concern has been recorded by the executive to complete the changes give attention to the control of ample powers to carry out policy changes.
The first is to view it as a way to manage : it will be able to tell us what had happened but it has no impact on returns.
The second frequent changes in control and changes in the implementation of causing resentment among (eg BASIS team and De App v team), and unless changes managers with a wealth of practical experience. If we focus attention on changes in leadership and management is not what will? Change management if more emphasis on the financial advisory rather than calculating how? We think that will lead to the following conditions : Most change managers regard most of the time to record the changes that have taken place. However, if they can change with key decision-makers to work together (for example, the development of leaders, key leadership structure, Leading business sector projects) in the lead? These people are usually around themselves for the changes have enormous influence. If the manager can change through force of personality or communication to establish a network of influence, He can change before they have an impact, not just afterwards recorded.
When we use the idea, some things will become clearer. Possess these skills should be a leadership, managers and technical experts. He must use particularly strong communication skills and the different levels of the system's interactive capabilities. Moreover, he must be able to influence a person with the key to building confidence between, depending on their professional skills, He has been among the key players and the relationship. For future work, I realized that customers must be given the manager a real change veto Just as in his other company owned by it. The power to help establish influence to promote the work of the Advisory smoothly. If the prudent use of this power, with the leaders of change than oppose him much better. If free to use and understand the other side's position and then those leaders will return to their own way, and and declared that they did so "to the company."
Fully realized the need to spend some ideas for some time. Among some of its elements already exists in the customer's company; He needed to complete this work in other parts. This was the method adopted by forcing him to reconsider the current staff in the change management Lane role. Currently at the office of the lack of leadership ability, can not take more effective method.