The white paper abstracts below link to PDFs intended to provide Business Leaders, Change Management and Project Management professionals with insights into current Change Management challenges and some directional solutions. We are very passionate about helping enterprises succeed by implementing sustained business change. In today's constantly changing environment, continuous learning is critical - we are very interested in feedback. You are encouraged to contact us if you have any comments on the White Papers or if you see potential value in exploring direct consulting engagements.
The WWWHow model is a very useful model created by Richard DIckie to help explore root cause issues with projects or organizations. It is also very useful in helping empower employees to play a key role in improving organization performance.
OMG: The Accelerating Pace of Change Implications. Are You Ready? Getting change right is already hard enough, but the constant change driven by Technology and Globalization facing business today makes it very important that we improve our performance in coping with, managing and indeed thriving in the new reality of a constant change environment.
Knowing the Type/Level of change you're trying to make. Changes being made to HOW we do things are much easier than changes that require changes in Vision or beliefs The WHY of the business. This paper explores the distinctions between changing WHY, WHAT, WHO, and HOW and the approaches for each.
Change Management and Project Management Relationships. Project Management and Change Management are complementary disciplines which must work in harmony if the business outcomes desired by the investor/ business sponsor are to be assured. This paper explores the relationships between CM & PM and the implications for a change initiative's success.
Change Leadership / Management: A Business Outcomes Biased Perspective. Change Management plays a key role in individual change initiative success. Change Leadership plays a key role Organization success. This paper describes a fully integrated set of Change workstreams and overviews the Approach / Tools appropriate for each.
The many PLANS that Drive the Change Engine. There are many Plans which have relevance before, during and after a specific Change Initiative is executed. For example, Strategic Business Plans, Business Plans, Annual Investment Portfolio Plans, Business Transformations Plans, Benefit realization plans, Continuous Improvement plans, Governance plans, Project plans, Resistance Management plans, Sustainment plans, etc.
The objective of this paper is to: present a framework which will help the reader understand how all the Change related plans fit together; emphasize the criticalness of plans which are currently not within the scope of the Prosci® framework; provide a checklist, of sorts, which Change consultants can use to ensure their "Master Change Plans" are appropriately comprehensive for their Change.
The influence of Your Core Beliefs about Change. How you think about change, your attitude toward change, your belief systems about change profoundly influence how comfortable you are with the constantly change environment which is today and tomorrow. This paper uses a force field analysis framework to examine some of the general core beliefs (Enabling and Restraining) that may be at play in your change initiative or Business Transformation.
There's just too much stuff going on!! It's all about the amount of change and the number of change agents at work. Inability to cope with all these factors promotes the idea of a re-set. This would be cataclysmic and would not address the problem - even if it were possible. You cannot hit the pause button on global reality while you hope to redefine or assimilate it.