TOP-DOWN-BOTTOM-UP APPROACH

It would be wise if you were an ice cream seller to convince the dad the benefits of his kids taking ice cream and it would be even wiser if you let the kids be the ones to taste the flavours you are selling.

Why so? its the dad who will pay for it and for him all matter is whether its worth committing himself.
For the kid its all about whether they like the flavour doesnt matter if you sell 10,000 pieces to their dad if they don't like it they won't take it.

I do believe in the same manner proponents of change need to have a very convincing argument that can sell to the management, (more so the department heads) for any effective change to be implemented. Its is a lot easier to get a system through if you fully sell the benefits to the decision maker, the resource person of the department. Reason being if the juniors run into trouble during implementation they will run back to him and woe unto you if you are a Change Manager and your resource person is clueless.

Now its good to have all the knowledge but since you are the head most of the time you do the thinking and let the legs do the walking the hand the feeling the eyes the seeing. In other words you will buy the ice cream but you will not eat it. In line with this the Change Manager must ensure he gets the relevant persons for every process to be the ones to push through any change. With all due respect as much as you do the thinking you shouldn't do the operations as well.

This is the best way to fail in a project, because no matter how much you sell the idea to management, if your operations team do not get it no matter how many ice cream you sell they will not take it.

Thots of a Budding Change Manager (me)

The ah ha! Moment of Change Management

The ah ha! moment in system change is the best moment for any team leader. I do believe we do look at change in very many angles and leave out the most crucial of things.

A project will never meet its objects unless 3 things are taken care of properly; The Why, What and How of the project... and thats why I say an ah ha! moment is critical.

Its only until the Change Managers get to a point where they see the intricacies involved that they can move forward. When everyone appreciates the depth they have to go to get the things done.

4 things are key in the generation of the ah ha! moment.

• One the Project: this is basically the object you are working on. Can be a process, a system, etc.

• Two the Purpose: it would be important to outline the specific objectives you are trying to achieve. Why are we doing this project? should be a good question to ask.

• Three the Particulars: Its important to get down to the specifics of what will change. be it the tools, procedures, structures name them. Clear outline of what will change and what u expect the end result to be like. This is where it all begins to be tough

• Four the People: The most important part of the Change lies here. Many people think that the people need to fit to the change, yet its the change that should place the people. The change involved will essentially change how people work, a common reason for resistance to change because it involves altering someone's comfort. Hence its at this point that one needs to spend most time in the project. Managing the people who will effect the change so desired. You will need to outline what it is they will need to do differently. Its important to remember that each individual is that unit of change so desired in the System.

They need to have the Awareness of the change needed, develop the Desire to change, have the Knowledge on what needs/has to change, have the Ability to institute that change and have Reinforcement to sustain that Change in form of tools, procedures, policies, structure and if necessary man power to help bring the change.

Now the ah ha! moment will only be effective if it helps the project sponsors and project teams visualize this; short of which we might as well go look for Makmende!

Thots of a budding Change Manager (me)