Today, I’m posting the results of a productive discussion held this week with the Canberra Community of Practice OCM, of which I am a member. We discussed what advice we would give someone to build his/her own organisational change management capability.
I’ve structured our advice in five groups:
– About You
– About Change Management
– About Your Organisation
– About Your Managers
– About Your Work
– About Failing
Please let us know what you think in the comments!
Your change management role, whatever the project is, includes educating those around you about change management. Even if that is not part of your job description, you need to put it there. You need to find ways to assist those around you to see how change management is helping their project be more successful.
Many change agents join the profession because of a genuine desire to assist people through change. It can be extremely fulfilling work. A group of people, empowered through effective change management, can be the difference between success and failure of an intiative. To know you have successfully shepherded such a change can be deeply rewarding.
However, there are many statistics that discuss the high proportion of failed projects, so our chances of success aren’t high to begin with. While poor change management is one reason projects fail, rarely are conditions optimal for a change agent to provide quality work in the first place.