A project will never meet its objects unless 3 things are taken care of properly; The Why, What and How of the project… and thats why I say an ah ha! moment is critical.
Its only until the Change Managers get to a point where they see the intricacies involved that they can move forward. When everyone appreciates the depth they have to go to get the things done.
4 things are key in the generation of the ah ha! moment.
- One the Project: this is basically the object you are working on. Can be a process, a system, etc.
- Two the Purpose: it would be important to outline the specific objectives you are trying to achieve. Why are we doing this project? should be a good question to ask.
- Three the Particulars: Its important to get down to the specifics of what will change. be it the tools, procedures, structures name them. Clear outline of what will change and what u expect the end result to be like. This is where it all begins to be tough
- Four the People: The most important part of the Change lies here. Many people think that the people need to fit to the change, yet its the change that should place the people. The change involved will essentially change how people work, a common reason for resistance to change because it involves altering someone’s comfort. Hence its at this point that one needs to spend most time in the project. Managing the people who will effect the change so desired. You will need to outline what it is they will need to do differently. Its important to remember that each individual is that unit of change so desired in the System.
They need to have the Awareness of the change needed, develop the Desire to change, have the Knowledge on what needs/has to change, have the Ability to institute that change and have Reinforcement to sustain that Change in form of tools, procedures, policies, structure and if necessary man power to help bring the change.
Now the ah ha! moment will only be effective if it helps the project sponsors and project teams visualize this; short of which we might as well go look for Makmende!
Thots of a budding Change Manager (me)
