One change management plan is irrational project management

That people change for organization need is at distinct odds with people’s needs. People change for organization goal is a very irrational expectation.

You can not plan for change if you do not plan for the impact that change has on individuals.

One communication plan can not account for the unique roles if it does not account for unique impact. One plan for all to follow equals everything that no one relates to.

One change management plan is irrational project management.

The change in change management

Change management goes beyond features and functions. Feature and function change management is product change management.

Change management goes beyond scope or requirements. Scope and requirement change management is project change management.

The change that change management needs is an account for how process and technology change the way people meet their objectives.

Community persona for project management

A project is an intentional effort to deliver a product or service that creates an opportunity – intended or otherwise. Projects have multiple stakeholders with multiple needs for, or against, project realization.

Typical project steps include initial scope design, organization impact assessment, stakeholder identification, communications planning, risk, and a second iteration of scope, delving into user community goals serves project and stakeholders more accurately.

Glass half empty of an appreciative view

The glass half full or glass half empty analogy presents a shortcut perspective to infer either an optimist view or a pessimist view of the world, respectively.

However, with an appreciative mindset the glass is neither half full nor half empty, the glass is full.

A full glass now provides a more complete perspective of possibility and a full view of Appreciative Inquiry options.

Change management alarm

Just as an alarm stops you from a current, resting state, change management relies on communicating to people what they need to stop doing and what people need to start doing in a new, functional state. Time to stop blaming and start changing.

Community persona for change management

With the on-going game focused on more of less, our organizations are expected to not only run lean(er), but to lean further into the winds of constant change and constant constraints.

Change is no longer an event to manage and move on, organizations must realize change is the only constant. This operating climate highlights change management as a competitive advantage to those that figure it out, pivot, and to maintain an engaged workforce.

The stakeholders and the voice they have remains a stronger voice for change than any amount of company flyers, magnets, and town halls. Adopt a community persona strategy to improve organization, change management capability.