Great Company Name With Top Logo

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From an email correspond to the The Register ("Biting the hand that feeds IT")

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Knowing good info from bad - how do we?

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Change should always be from one way to a better way. If it's change because it's newer, trendier, keeping up with the Jones' or because the IT Department want to play with new toys then I say, don't both changing. However all change ("good" or "bad") is scary and involves fear and apprehension on those going through it - that includes those instigating the change and those having the change "applied" to them. Sometime the fear is too much and the response to a proposed change is one of the below (click for bigness): Thanks to the Biocultural Science & Management blog for this article

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[this is an old WaveAdept post archived here] You've got the technology (be it Google Apps, SharePoint or whatever) and your IT people have integrated it, patched it, set you up and handed it over... now what? Well, for a start, sit back and congratulate yourself that your organisation is: Saving costs (NZ$2 million per year for NZ Post with their Google Apps roll-out, and they've just started) Freed up your IT staff to concentrate on your company's particular 'secret sauce' No longer have to wait to benefit from the latest features Instantly given access 'anywhere, any time and (almost) any device' Really, celebrate that you have switched from old to new. But once the party is over you're going to have to get back to work getting the true benefits from your new toolset. And before you dive into the full on, "let's all collaborate, be open with everything and change the world" maybe planning out some interim steps to world domination

Change Management Is So Simple

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No, change management is not simple and for one very easy to understand reason - it involves people. And that's the first, most important, all encompassing and ultimately only real point of change management. People are what we are endeavouring to help through change and the outcome of change management is people doing something different (there is a change) But dropping the other attributes of change management can leave you open to a non-starter of a process or, at best, one that flops over the line with many weary participants huffing and puffing behind you. A little self disclosure before we get to the 6 main components of "change management". I'm actually someone that believes in constant change, that companies, Govt agencies, NGO's, communities and all people are constantly adapting to the environment within which they operate. Therefore a "Enterprise Change Process" (or even a "Transformation Programme") is a slightly false worldview