Change Management - Revision history

User at 14:08, 13 March 2024

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2023-07-17T14:38:55Z

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User at 20:27, 29 December 2022

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User at 20:13, 29 December 2022

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User at 20:08, 29 December 2022

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User at 19:55, 29 December 2022

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User at 19:41, 29 December 2022

2022-12-29T19:41:47Z

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 *Individual Change Management: People are the root of all change. You can change systems and procedures, but if you don’t address the human in the room, you’re not changing anything. To get people to change, you must know your subject. What do they need to hear to become open to change? How and when should training be offered to help them with the transition? The tools of this trade are psychological; even neuroscience can help find the right angle to steer a person from one behavior to another more productive one.
 *Organizational Change Management: While the people on your team are the core target to effect change, there are also larger, more organizational issues you must address if you want to create real change in a project. To do so requires first identifying the groups that require change and how they must change. Then, create a plan that addresses these components of the project, which includes making everyone aware of the change, leading that change through coaching or some other method like training, and then driving that change in Congress with the management of the whole project.
 *Enterprise Change Management: Taking a step up from the organizational change is to address the entire enterprise. It’s basically taking change management writ large to encompass all aspects of an organization, meaning roles, structure, process, projects, leadership, etc. By approaching change on the macro-level you’re more likely to implement change on the micro-level, as a strategic engagement with change has been applied to the very workings of the organization. It creates a nimbler organization, able to stay flexible and adapt quickly to changes as they occur.

← Older revision		Revision as of 14:38, 17 July 2023
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	*[[William Bridges’ Transition Model]]		*[[William Bridges’ Transition Model]]
	*[[Force Field Analysis\|Lewin's Force Field Analysis]]		*[[Force Field Analysis\|Lewin's Force Field Analysis]]
		+	*[[4P's of Persuasion]]

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 *[[Change Factors]]
 *[[Change Phases]]
 *[[McKinsey 7S Framework]]
 *[[Kotter's 8-Step Change Model]]

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 *[[Change Factors]]
 *[[Change Phases]]
 *[[McKinsey 7S Framework]]
 *[[Kotter's 8-Step Change Model]]

← Older revision		Revision as of 20:27, 29 December 2022
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	*[[Lewin/Schein's Change Theory]]		*[[Lewin/Schein's Change Theory]]
	*[[William Bridges’ Transition Model]]		*[[William Bridges’ Transition Model]]
		+	*[[Force Field Analysis\|Lewin's Force Field Analysis]]

← Older revision		Revision as of 20:13, 29 December 2022
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	*[[McKinsey 7S Framework]]		*[[McKinsey 7S Framework]]
	*[[Kotter's 8-Step Change Model]]		*[[Kotter's 8-Step Change Model]]
		+	*[[Lewin/Schein's Change Theory]]
		+	*[[William Bridges’ Transition Model]]

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 == See Also ==
 *[[Change Approaches]]
 *[[Change Dimensions]]

← Older revision		Revision as of 19:41, 29 December 2022
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	== See Also ==		== See Also ==
		+	*[[Change Approaches]]
		+	*[[Change Dimensions]]
		+	*[[Change Equation]]
		+	*[[Change Factors]]
		+	*[[Change Phases]]
	*[[Organizational Change]]		*[[Organizational Change]]
−	*[[Organizational Culture]]
−	*[[Organization Design]]
−	*[[Return on Investment (ROI)]]
−	*[[Corporate Strategy]]