Change Management is really a redundant term. If there were no change -
if we were not in a dynamic environment, there would be no need for management
at all. We'd just sit back and watch things run flawlessly.
Change Management is ultimately what I do. Strategic Planning,
Corporate Development, etc. - these are really just ways of saying change
management. However, change management in this context implies process
design, process redesign, and process implementation.
The natural tendency is to do things the same old way. We are creatures
of habit, so change takes work. Although the rate and intensity of change has escalated
over the years, human nature has stayed the same. There are a lot
of factors that either promote or halt the implementation of change.
Change management that is short-sighted doesn't work. You don't need the
platitudes and buzzwords, you need a fresh way of doing things. You can't
retrofit change on the tail end of the project. We design each project to
address culture issues throughout the entire change process.
Change brings stress to your employees. Successful change
management means understanding that change is difficult, treating your people
humanely, allowing time for them to get it, and buy into it. When they see
your respect for their integrity, they'll greet changes objectively. For
senior management it means being a champion among champions managing the company
in a whole new way.
This page, and
much of the Willenbrink Associates is undergoing some major revisions and
retooling. Thank you for your patience.
