Tuesday, December 15, 2015

CIO’s Digital Agenda XV: Change Management FIne Tuning

Digital is the Era of Change!

The “Future of CIO” Blog has reached 1.2 million page views with 2300+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. And CHANGE is the main theme in such brainstorming. Change is inevitable, organizational change has become a common practice within an organization, but how to fine tune the Change Management, and overcome the obstacles to managing a digital transformation smoothly?

Change Management Fine Tuning

  • Does Change Management Need to Be Changed? Statistically, there’re 70% of change initiatives failed today; interestingly, that in the mid 90's, the research found 70% of change initiatives failed (indicates 70% of change projects continue to fail today.) In that twenty-year period, countless studies and experience of managing change have created a vast body of knowledge, consisting of thousands or even millions of books, articles, resources, etc. In turn, this has produced a plethora of change related theories, models, methodologies, tools, and techniques. Even with all this effort, no improvement on 70% failure rate has been achieved. What’s the root cause of such high rate of failures? Is it caused by leadership, process, methodology or technology? Does Change Management need to be changed as well?

  • How do You Well Tune the 'Change Management' Process?  Change is the new normal. However, more than two-thirds of Change Management efforts fail to achieve the business expectation. When would you communicate the change imperative to your employees and how would you ensure that they buy-in to this new directive? And how do you well tune the “Change Management” processes in managing change with efficiency, effectiveness, and agility?

  • Five Principles to Manage Changes? There are many reasons for changes, and perhaps, even more, reasons for resistance to changes as well: It may be a shift in power, a need to learn new skills, to manage a different team, to adopt the new way (mindset, methodology or process, etc) to do things etc. What’re the psychology behind the change? What would be a good way to empower change capabilities? And what are the principles to manage change, not as a one-time project, but as an ongoing capability?

  • How to make Change Management Tangible rather than Fluffy? Change is the only constant, and Change Management is no longer just a one-time project or business initiative, but an ongoing business capability. However, more than two-thirds of Change efforts fail to achieve the expected result, especially for the large, legacy companies, what’re the causes to failure, and how to make Change Management tangible rather than fluffy?

  • People Centric Change Management? Digital is the age of people. The human element of change entails a people-centric approach to management style. Thus, empowering the workforce to embrace change is a most effective, efficient and result-oriented management in organizations, but how to manage it in a systematic way?

Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.


Very interesting,good job and thanks for sharing such a good blog.your article is so convincing that I never stop myself to say something about it.You’re doing a great job.Keep it up

Very interesting,good job and thanks for sharing such a good blog.your article is so convincing that I never stop myself to say something about it.You’re doing a great job.Keep it up.

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