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Change management involves thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. Before starting change, the organisation needs to ask certain questions:
? What do we want to achieve with this change, why, and how will we know that the change has been achieved?
? Who is affected by this change, and how will they react to it?
? How much of this change can we achieve ourselves, and what parts of the change do we need help with?
An organisation must not sell change to people as a way of receiving 'agreement' and implementation...
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