Change Management Review – How to Lead Organizational Change!

By | January 27, 2016

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

Price: $49.95

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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.

Two Way Conversations

Two Way Conversations

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.

Differing View?

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.



I hope you enjoyed this review and if you have any questions about Making Sense of Change Management or want to leave your own personal review, leave a comment below. Here is a link to my profile.

All the best!


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13 thoughts on “Change Management Review – How to Lead Organizational Change!

  1. Kate White

    Miles, I really appreciate this review. My organization really struggles with change initiatives and I used this resource and would recommend it to others leading change!


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  3. Marc M

    Making Sense of Change Management sounds like it would be a very good read. Thanks for the comprehensive review.

    At this stage in my life I am very motivated to build my leadership skills.

    I am certainly interested in delving deeper into the different theories (schools of thought) applicable to individual change management.

    1. admin

      Thank you for taking the time to take a look. There are many change management methodologies to consider…all the best in your research. Please let me know if I can provide any assistance, Marc

  4. Christine

    As humans, we do not take change very well. We like our little comfort zones. Therefore, change needs to be managed very carefully. As leaders, we need to understand what any change will do to the individuals involved. This book has great information and modeling information. But sometimes, we just have to know those people and have a good relationship with them so they feel comfortable talking about the issues so that any concerns can be laid to rest.

    1. admin

      Christine, I absolutely agree with you. It’s all about engagement, acknowledging concerns people will have and creating a collaborative environment where people feel safe to discuss their concerns and the next step is to influence people to work together in finding solutions that will help us move forward…increases buy-in for the future state. Do you think that people are generally resistant to change or are they uncertain of why the change is necessary and they wonder how it will impact them? The best book to help us lead organizational change is Leading Change. Please click here for my person review and rating of this excellent book!



  5. Dexter

    Hi Miles,
    Looks like this is a great book… your brief synopsis dives into a deeper positive mentality, the psychology of how to adapt to change at the organizational or individual level, etc.. What do you feel are the most important factors in adapting to change? Definitely would refer this to others. Thank you!!

    1. admin

      Hi Dexter. I really appreciate your comments and question. In my experience, the most important factors in leading others through change are: as early as possible, share “the what” of the change, “the why” of the change, and most importantly, acknowledge concerns people likely have about the change and how it will impact them. Let people know that there are likely others concerns they have about the change and that, as a team, we will engage in further discussions about all the concerns and work collaboratively in developing solutions to move forward with the change. When people have the opportunity to build the new way, they are more likely to be willing to engage in the change process. There is so much more but I would describe these steps as the best way to get started. The best book to help us lead organizational change is Leading Change. Please click here for my person review and rating of this excellent book!



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  8. ariefw

    This will be on my next to buy book.
    I would love to know more about change management.

    But will this book too textbook-y? I mostly cannot understand what my textbooks are talking about.

    Their language is somehow not from this earth. I love simple English as English is not my native language.

    You pointed out some good reasons why I should buy this book. Mostly to handle change on myself.
    Will be checking this book out more. Thanks.

    1. admin

      Thanks for your thoughtful comment and your great question. You will find this book to be a very “easy” read! Plain language is used to share stories of how each of us can be leaders of change regardless of our position in an organization…change is really all about people…people just like you and me. Please comment on this review after you have a chance to read the book.




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