Dozens of change management research, training and consulting materials abound, all proffering different change management methodologies. However, what you need is not another complex change management methodology. You need a clearer, more concise and above all, ‘’practical’’ change management methodology, along with step-by-step guidance, checklists, samples, templates, tips and illustrations. And that’s exactly what this book offers.
‘A Practical Approach to Change Management’ is my first book dedicated to managing change.
If you (a CEO, executive, HR manager, IT manager or middle manager) purchase and read A Practical Approach to Organizational Change Management, then you will:
- Understand the what, why, when, where and how of change management
- Be able to use this knowledge in managing or leading a change initiative
- Increase the financial benefits (Return on Investment (ROI)) and non-financial benefits (user adoption) of any change initiative they lead
Because the book will:
- Outline and explain a change management model that is easy to understand and implement. The model has 5 steps (Stakeholder Analysis, Impact Assessment, Planning, Execution and Reinforcement) summed up in the acronym ‘’SIMPLER’’
- Provide step-by-step guidance, checklists, samples, templates, tips and illustrations for the new and experienced manager
- Build managers’ confidence in their ability to manage and lead a change initiative
Why This Book?
As a certified Change Manager, my career objective is to help transition our clients from their current state to their desired future state by applying proven methodologies and leading-edge practices. Hence, I wrote this book to share my insights with other change managers and thus advance the nascent discipline of Change Management.
With extensive years of combined social and business transformation experience in top-tier consulting and industry, I have experience of managing large-scale change projects, involving multiple stakeholders, multiple geographies and multiple industries.
An Overview of the Methodology
”I’m not a genius, I am just curious. I ask many questions and when the answer is simple, God is answering.” (Albert Einstein)
My model for organisational transformation seeks to cut through the vagueness and opacity surrounding change management and establish a holistic process which might be used even by lay people i.e. change management for non-change managers.
In our opinion, the essential steps in any change management effort are:
- S for Stakeholders: The key people impacted by, and capable of influencing any change initiative have to be identified and analysed with a view to managing them according to their preferred social style
- IM for Impact: Once the impacted people have been identified, the impact of the change on the people, processes, policies, technology and organisational structure needs to be assessed with a view to determining the best means of managing these impacts
- PL for Planning: Once the impact on the organisation has been assessed, a comprehensive change strategy or plan covering (at a minimum) the basics of communications and training needs to be developed
- E for Execution: The plan should then be executed and monitored on a daily, weekly, monthly and annual basis
- R for Reinforcement: After the change has been effected, the desired behaviours need to be reinforced with a view to embedding them deep into the fabric of the organisation
So, there you have it – the SIMPLER model for managing organisational change. It follows the methodology proposed by the Association of Change Management Practitioners (ACMP) in their Change Management standard. Hence, it should be helpful to those sitting for the Certified Change Management Practitioner examination (CCMP). Incidentally, I was part of the team which set the questions for the CCMP examination. I represented Middle East and Africa at the Dubai workshop.
The book is billed to be published in 2016. You can subscribe to this blog here so that you will be among the first to know when the book hits the market.