Change Management
Leading Change Interview Paper
Leading Change Interview
Obstacles and barriers to change
Building change agenda
Were goals met?
Measuring results
Key learning
Leading Change Interview
Change management addresses the issue of managing change within an organization. Organizations adopt different methods to implement and introduce change that relates to organizational structure, processes, or individual transactions within the company. The Human Resource (HR) department is usually tasked with this responsibility in large enterprises. However, the executives within a company are broadly responsible for facilitating and enforcing the change. The role of company directors has become vital in introducing any organizational change. The literature review indicates that change should be introduced gradually and rather than change itself, it is the management of change that is a more challenging task for the directors, executives, and managers of a firm. This paper aims to present findings of an interview held with a director of a private services firm regarding the changes that the director initiated within his organization. The person was directly responsible for transition period during which employees were oriented to the whole process of change and the rationale of making such changes in the organization.
Interviewee: The interviewee was Michel P. Robert of IBM, USA.
Location: Michel is based in California State and works as a change and compliance manager with IBM.
Why leading the change: Michel was designated as the official change and compliance manager in IBM and his job description required him to perform his duty as change manager for the employees of IBM. It was also his role to facilitate the transition of several processes related to technology change, cultural change, and change within the job designs of employees working at Los Gatos IBM laboratory. Being the change leader for the mentioned business unit f IBM, Michel was made responsible for change in job designs of engineers at the laboratory and technology change at the R&D unit of this laboratory.
Obstacles and barriers to change
During the interview, it was revealed that despite being an organization that innovates and brings technology-based solutions to internet and computer use, the organization faced significant change in implementing the change in use of software platforms based on different versions of technology and job designs. Since engineers at IBM laboratory remained isolated from the marketing and sales units at Los Gatos, they were now required to incorporate one member each from marketing as well as sales departments to facilitate more consumer-centric input into their product designs and final proto-types being developed at this IBM laboratory.
Building change agenda
The most visible aspect of challenge that Michel and his team of two assistants faced was regarding the development of change agenda. The rationale of making both changes i.e. change in job designs and software used at computers of engineering design department of IBM laboratory was most important to be communicated to the employees. The employees who were to be affected by these two changes were the biggest stakeholders in this change process. Getting people on board for the change to be initiated was based on an effective change agenda. There were three more steps that proved a challenge, these were:
Managing healthy attrition, monitoring the implementation, and communicating the potential challenges to team leaders within the design department. Developing a vision and communicating that vision to the concerned stakeholders, including the executives such as CEO, CFO, COO, and the employees, is the most important aspect of any change management program within an organization (Kotter, 2007). Michel told that it was essentially these two elements on which his team focused the most. If got right, the remaining process of change management was just a matter of time to be achieved successfully. Lastly, the main challenge of Michel and his change management team was to link up the proposed changes to corporate development of IBM laboratory. Creating and sustaining the changes was important...
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