A system is a rather complex way of operation, you see every individual unit is perfectly capable of operation on its own and is perfectly functional in its own eyes.
But take a peek at a car say we look at the wheels. All the four [or more] are perfectly shaped to rotate thus propelling motion. How interesting would it be if each wheel decided to go on its own, or better still if you took the 4 and placed them in the middle of the road how ridiculous would that be.
And so it is with change management. We are dealing with a system, a conglomeration of units that are all functional and perfectly wired to operate independently. But their functionality becomes absolutely useless if they operate on their own. They need to interface with other units this is a must if system is to run. And therefore as we manage change it’s vital that we look critically at what points do the units of the system interface.
As a change manager you cannot ignore the clash of egos, the change of comforts and the opinion leaders across these interfaces hence the main area of concern is how to make these units interface peacefully.
The best way would be to rally every unit leader behind the change and ensure they buy into the change in totality not for the benefit of their unit but for the entire system. That way we can have one foot firmly into the Change so desired.
well in bro!
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