Perhaps the difficulty in measuring change management is that the very thing we are measuring is changing.
Corporate Performance Management is a management control from strategy till shop floor. "If you can't measure, you can't manage," legendary management guru Peter Drucker once asserted. Managing performance means understanding results, setting metrics, fixing plans, and making decisions to ensure it happens. It takes multifaceted approaches from multidimensional perspectives to unlock digital performance and catalyze change.
Change Assessment and Measurement
How to Measure Changes We can only manage what we measure. Is change so hard because it’s so hard to measure Changes? Organizations have so much difficulty measuring change for a variety of reasons such as miscommunication, hidden agendas, unclear goals and mission, poor leadership, "doing the same things over and over and expecting different results." Change is a process with known/ controllable and unpredictable/unknowable variables. Change is ALWAYS happening around us at work and outside work. Perhaps the difficulty in measuring change management is that the very thing we are measuring is changing. There is an inherent oxymoron in the term change management. We want people to change, and manage or control at the same time. That's like trying to drive with your foot on the brake and the accelerator at the same time. So to put it simply, how to measure changes, or more precisely, the change outcomes?
WHY Is It So Hard to Measure Change? Change is the only constant, and Change Management is one of the most important business initiatives for leading organizations forward. However, most companies do not understand the value that change management provides. In most cases, many managers do not understand how to qualify or quantify how change management adds to the bottom line. It seems self-evident that there needs to be some way to 'measure' change, whether quantitative or qualitative, anecdotal or empirical. Otherwise, how can the proposed change be justified? If certain 'important' change is immeasurable. But how can you know whether there is a benefit that is worth the cost (in resources or people’s time and effort)? How can you know if the enterprise is at least headed in the 'right' direction? How can you get people on board? What kind of change do companies want to measure? Why? Or for whom
The Promises and Perils of Measuring Changes? Change is inevitable, and the speed of change is accelerating! For digital organizations today, Change Management is an ongoing capability, not just a one-time initiative. If you could only manage what you measure, can you make an assessment of your "Changeability," what are the promises and perils of change measurement, and how to improve the success rate of Organizational Change Management??
Top Three Challenges in Change Management? The pace of change is accelerated, enterprise agility –the ability to adapt to the change is becoming a key factor in driving business success and gaining the long-term competitive advantage. But how do you build an organizational change management capability? What are the major challenges on the way?
Change Assessment and Measurement The speed of change is accelerating, organizations are shifting from the industrial speed to the digital speed; from the inside out - operation-driven to outside in - customer-centric. Change is no longer just a one-time business initiative, but an ongoing business capability. And Change Management becomes one of the crucial management capabilities to accelerate strategy execution and improve business performance. But how to assess and measure change more effectively?
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