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Bill McCarthy of Penna consultants addresses six common reasons why organizational change fails and suggests an approach that focuses on people within a “before, during and after” timeframe.

McCarthy's 6 reasons why organizational change fails are:

1. People planning comes last (Organizations plan the financials, the operations, the marketing and selling, but few plan the people dimension).

2. The role of managers is disregarded (while they are pivotal for winning hearts and minds)

3. Communication fails to win hearts and minds (too mechanical; leaders' passion and the vision for the future not communicated)

4. Individual agendas are ignored (failing to address the “what’s in it for me?” agenda)

5. Engagement isn’t measured (You’re then unclear about the support they need until it’s too late and productivity and profitability already suffer)

6. Lack of a project manager (Inadequate project management)

In order to deal with these frequently made mistakes, McCarthy suggests an organizational change approach with a focus on people within a “before, during and after” timeframe in three layers (levels) of activity: the organization as an entity, the managers; and the individuals.

The rest of McCarthy's (bill.mccarthy@e-penna.com) article can be found in Strategic HR Review (Volume 4 Issue 1 November/December 2004).
8th December 2004 From India, Gurgaon
Dear Colleagues,

I just want to add my voice to the issue of Change Management, to me the following would be highly needed for any substantial impact to be made in the area of an Organization wanting a CHANGE.

Firstly, there must be Executive/Board/ Management willingness to buy into the concept of Organizational Change otherwise anything in progress would be in futility.

Secondly,the People in the Organization must buy-into the idea as well, they must see the need for a change perosnally and corporately too.

Thirdly, there must be raised a Change Project Manager who must be commited and preferrably from amongst the Management Team.

Fourthly, certainly there would be divervsity of ideas, opinions, concepts and perceptions-all these must be harmonized and managed properly

for the good of the organization.

Closely, linked to point one is the issue of finance-when Management buys into the Change Project itself any fund related tasks or assignment would be almost if not automatically endorsed as long as it is reasonable.

In addition, Change Project Manager must give regular feedbacks to Management and the People as often as possible so as to know how to align as changes progress.

These are issues that I feel could assist in making Change Management Possible in a corporate environment.

Thanks.
4th January 2005 From Nigeria, Lagos
hi ...
I agree to what has been expressed in the previous two posts.
One thing I would like to add is about "READINESS"
Readiness on several fronts and different areas.
Is the Organisation ready for the Change
Is the Top Management ready for the Change
Is the Middle Management ready for the Change
Is the Workforce ready for the Change
Is the Work Culture ready for the Chnage
Is the Orgaisational Skill Set / Competency ready for the change
The readiness of all these stakeholders and their skill set upgradation is a crucial factor to be considered even before we begin any implementation which would result in enterprise wide change.
Only after we have an idea of the Readiness can we even strategize Change effeectively. Execution will follow strategy.
--- Comments invited --- I guess we can surely take this discussion further on and share our LOTs (Line of Thoughts)
Thanks and Regards,
Hemantkumar Jain
22nd March 2005 From Switzerland, Geneva
hi the reasons u stated was valid one can u gve an input in how to facilitate change in an organisation
23rd March 2005
If we want to understand why change efforts fail, reading the book "The Fifth Discipline" by Peter Senge will help.
24th March 2005 From United States, Chelsea
Hi Pranks,

Welcome to Citehr.com!!

To make Change these tools are used:-

• Learning Organizations (Peter Senge)

• Theme Centred Interaction (Ruth Cohn)

• Transactional Analysis

• Gestalt Therapy (Fritz Pearls)

• Systems Thinking / Family Therapy (Virginia Satir and all the new thinkers, including Bert Hellinger, Fritz Simon, etc.)

• Neurolinguistic Programming / NLP (Richard Bandler, John Grinder, Robert Dilts)

• Chaos Theory (Santa Fé Institute)

• Communication Theory (Paul Watzlawik)

• Whole Systems Change (Harrison Owen, Marvin Weisbord, David Cooperrider)

• Neuro-Biology

What are the skills that people need who want to facilitate change?

Table 1 gives an overview of the different skills related to the three levels of change (self, team and system). It is by no means exhaustive.



Related to

Skills the Change Agents need to acquire Self Team System

Technical Skills of the Specific Sector X

Quality Management X X

Listening and Inquiry Skills X X

Defining Objectives / Visioning X X X

Understanding Mental Maps / Shifting Perspectives X X X

Resource Orientation X X X

Dealing with Complexity (X) (X) X

Learning from Mistakes / Feedback X X X

Coaching X X

Leadership X X

Training Skills X

Facilitation Skills X X

Large System Change Tools (X) X

Understanding and Catalysing Self-Organization (X) X

Table 1: Skills of Change Agents (X = strongly needed, (X) = partly needed)



Change processes

If I relate these skills to the schools previously mentioned, they provide different methodologies which can be associated with the development of the specific skills (Table 2).



Roots and Schools of Change Management



Skills Appropriate Methodologies

Listening and Inquiry Skills NLP, Family Therapy, Communication Theory, Learning Organizations

Defining Objectives / Visioning NLP, Systems Thinking, Learning Organizations

Understanding Mental Maps / Shifting Perspectives Gestalt, NLP, Learning Organizations, Communication Theory

Resource Orientation / Solution Focus Appreciative Inquiry, Family Therapy, NLP

Dealing with Complexity Systems Thinking, Family Therapy, Chaos Theory

Learning from Mistakes / Feed Back NLP, Family Therapy, TCI

Coaching Family Therapy, NLP, Gestalt, TA

Leadership NLP, Family Therapy, Gestalt, TA, Human Resource Development

Large System Change Tools Understanding and Catalysing Self-Organization Open Space Technology, Appreciative Inquiry, Future Search Conferences

Table 2: Roots and schools applicable to change processes

For more information, check http://change-management-toolbook.com <link updated to site home>

Have to read up a lot before implementing them!!

Cheerio

Rajat
24th March 2005 From India, Pune
Hello Pranks, Welcome to HR cite. Hope to get ur serious involvement over time. Regards John
25th March 2005 From India, Delhi
Very informative. I classify all these into four broad heads.
1. Willingness to change and willingness to face risks ( I want to reduce my weight by 10 kgs)
2. Ability to face risks ( need to do extra wotkouts and need to have a control on diet. Need to sacrifice the demand to satisfy the tongue)
3. Planning to change ( diet planning,workout planning,enrolling in fitness centres etc)
4. Change ( Start reducing weight)
Siva
13th January 2008 From India, Chennai
Nobody other than he/she him/herself can change "Human". First of all you have to decide, whether you want to change. If your decision is firm, then the whole world will guide you how to adapt to change. Be on the look out for positive things only, try to absorb them as fast as possible. One day you yourself will realise, that the change should have taken place much earlier. There is need to change your own mind. Only human mind can create miracles in the world. All inventions which took place in the world so far are the outcome of inspired mind. So decide to change, start working on it religiously, one day you will find yourself on the top of your profession. .. Change.... otherwise the circumstances will "change" you. Better you change first, don't allow situation / circumstances to change you.
Purushottam
HR Automag-Pune India
11th May 2008 From India, Pune
hello!!
the reasons given were v good and v relevent...
am planning to take up a project in chnage management in a public sector bank...
so can anyone please tell me what to include in the project...
and how to measure the effectiveness of the role played by HR in the process of change management, other than the financial figure...
i was palnning to take a look into the techonological and the behavioral aspect of the employees...
really need help...
regards ankita.. .
12th May 2008 From India, Mumbai
hello!!
the reasons given were v good and v relevent...
am planning to take up a project in chnage management in a public sector bank...
so can anyone please tell me what to include in the project...
and how to measure the effectiveness of the role played by HR in the process of change management, other than the financial figure...
i was palnning to take a look into the techonological and the behavioral aspect of the employees...
really need help...
regards ankita.. .
12th May 2008 From India, Mumbai
dear sir..
can u advice me as to how to gauge the effectiveness of the changes that were implemented in a public sector bank in india...
also what are the parameters that shld be taken care of while making a questionnaire to see hw r the employees reaction to these changes and r they ready for anymore changes in future?...
thanks a lot..
regards Ankita...
14th May 2008 From India, Mumbai
hello friends..
the most important aspect but least priority given is change management...
let us all understand we cannot change any person...
because he has locked from inside..until and unless he is not ready to open the lock all your money wil be wasted one...
feel free to contact me for further inputs on this...
Narasimhan
14th May 2008 From India, Pune
Dear Friends for effective change mangement find the attachment...that may be an eye opener for many... thanks narasimhan
14th May 2008 From India, Pune

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File Type: ppt Individual development trg.ppt (51.5 KB, 429 views)

There are certain questions on change. Why change fails? Failure story of change is very interesting and we have done some research on it at our study at IIM.
The basic question starts with the organization.
Is really Organization wants change?
If yes, then second question is, is there any involvement of related employees in the change process?
Also, it is advisable to make change in one small area before making change in the whole area. Apply then change at small level, diagnose it, review it and then apply for the whole for getting success.
The story of failure of change will tell you more than the story of success of change.
Regards,
Bharat
17th May 2008 From India, Valsad
Hi group,
will anybody help me in framing the questionnaier on he following topic
Organization Development. i am doing a project on it
dso please help me
would be waiting for your reply
thanks & regards
23rd May 2008
hello sir, organizational climate helps in gaining up knowledge in particular department r the whole organization.
30th January 2010 From India, Bangalore
Good Morning Sir..............
This is Maruthi from Hyderabad........
I am doing ground work on ORGANIZATIONAL CHANGE.
I need a detail notes on this topic.It is Glad if u send some ebooks on this topic
16th April 2010 From India, Hyderabad
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