Product: Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change (Kogan Page Hardback Collection). Esther Cameron and Mike Green
Cheapest Place to Buy: www.amazon.com
My Rating: (8 out of 10)
Reading about Change Management is one thing…making sense of it is a whole different thing! If you are looking for a book that can help you make sense of change management whether you are a student or a professional, then Making Sense of Change Management is for you!
Change management is a structured approach to leading change…
There are two perspectives from which to view change management:
- Organizational level
- Individual level
At the organizational level, change management defines and implements new processes and/or technologies to deal with the changes in the environment and to realize the anticipated benefits of the changes or, in other words, return on investment.
At the individual level, change management recognizes that each person changes at differing speeds and that change cannot truly occur until each person has moved through the change process from the current state to the future state.
A structured approach is most successful in supporting individual and organizational change by providing models, tools, and techniques to assist in understanding the what, the why and the impact of change.
The structured approach to leading organizational changes relies on the inter-relationship with project management (PM) and change management. Increasingly change is treated as a project where PM can define “project success,” and PM approaches are increasingly being used to manage transformational change.
Introduction of the Book
In a world of constant and rapid change, this book helps us make sense of change management. The focus of this book is to increase an understanding of change management for its readers. Really, what this book and Cameron and Green are doing is change management on the reader: helping the reader to understand the what, the why and the impact of using change management.
What are the Highlights?
- Key theories of how individuals go through change including the use of various models for a deeper dive
- Four schools of thought for individual change
- Behaviorist school: changing the behaviors of others through reward and punishment;
- Cognitive school: desired results can be achieved through the reinforcement of some desired attitudes;
- Psychodynamic school: treats people as individuals and understand their emotional states; and
- Humanistic school: providing people with a healthy culture and the opportunity to improve their ability to adapt to the change;
- Key factors in an individual’s response to change
- The individual’s history;
- The organization’s history;
- The type of change; and
- The consequence of change.
- The difference between teams and groups in an organization and when they are more or less effective in achieving change outcomes
- The use of metaphors as a way to consider how organizations work and the assumptions that exist
- The machine metaphor: project management can be used to implement change;
- The political metaphor: a key factor in organizational change is the political culture of “what life is like” within the organization;
- The organism metaphor: the focus is on how to develop strategies to decrease resistance to change; and
- The flux and transformation metaphor: the recognition that there is no one size fits all approach – need to evaluate your strategy based on each situation.
- Some models that might be considered are reviewed:
- Lewin’s three step model;
- Bullock and Batten’s planned change approach;
- Philip Kotter’s eight steps to change;
- Beckard and Harris change formula;
- Nadler and Tushman Congruence Model
- William Bridges model for managing the transition
- Carnall’s change management model
- Senge systemic model
- Stacey and Shaw complex responsive processes.
- What is the difference between leadership and management…how important is a visionary leader
- Golden rules for leaders to follow for effective mergers and acquisitions
- Guidelines for achieving successful cultural change
- Link organizational vision, mission and objectives;
- Create a sense of urgency and continually reinforce the need for change;
- Pay attention to stakeholder issues;
- Build on the old and step into the new;
- Enable a community of focused and flexible leaders; and
- Foster a leadership coalition that owns and actively supports the change.
What’s In It For You…when you read this book!
- You will understand “why change happens, how change happens, and what needs to be done to encourage people to embrace change”
- If you are a manager or a leader, you will be provided with insights into different models and approaches to leading change at an individual, team and organizational level
- You will learn how to apply the right approach to each unique situation
- You will have a toolkit for making sense of change
- The ‘Stop and Think’ section for every theory discussed asks questions to help you reflect on ways to apply the toolkit
Why am I Glad that I Read This Book?
This is a practical book that provided me in my leadership roles a toolkit to probe new ideas. There is no book that provide the ‘how to’ for each unique situation…I continue to return to this book to help me adopt a perspective that will enhance my leadership in organizational change.
All the best!
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