My colleague Roger Davies of GazellaHR has his own blog where he’s writing articles about the role of HR in managing successful change. One of his posts from last month is “Making Change a Habit” where he makes the point about the importance of clear and open communications. He says “keep in mind that the mention of the word ‘change’ will make you enemies” – which may well be true if people can’t see any benefits for themselves. It’s the familiar WIIFM factor – “what’s in it for me”.
Personally, I’ve always thought that people don’t resist change, what they resist is badly managed change. The trouble is, most senior managers who implement change programmes wouldn’t recognise badly managed change if it hit them in the face! (And that reminds me of my blog post “why you don’t need a change programme“)
Roger has two blog posts on HR Project Management which describe 5 steps to changing your business. There are some parallels here with what I’ve written about in my favourite change models.
GazellaHR specialises in providing effective HR support to organisations that are undergoing transformational change, for example through mergers and acquisitions, where recognising the cultural challenges is particularly important.