Change management and scientific survery

Change management is a discipline that aims to control human side of change from the current state to a desired future state. To achieve this, use the specific principles, processes and techniques.

You certainly know situations from the private or professional life when there were designed a great solutions but individual or group of people did not accept them (using old habits) and the change has not been established. The most common cause of these failures is poor change management.


key pillars of successful change management

1.Principles and Research: PROSCI principles and research (see below), NeuroLeadership principles in the area of change management implemented on the basis of D.Rock research.

2. Processes: ADKAR , Kotter 8steps change process, these 2 processes belong to the group of most widely used in the field of change management. I also designed process of changes SEMDPDCA which comply with ADKAR.

3.particular techniques: techniques for management of resistence, stakeholder management, softskills techniques(for motivation, influencing,coaching, mentoring, workshops and more).

Prosci is an commercial research organization focused on change management. Prosci make extensive change management research validated on thousands companies from different areas and different parts of the world every year.

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selected results from PROSCI research

key factors for successful change

1.visible support from sponsors (managers, teamleaders ..)

2.involvement people to change

3.good team of people

4.good communication

5.good system change management system

most important factors of unsuccessful changes

1.resistence of executive employees

2.resistence of managers

3.weak sponsorship from sponsors

4.unfeasibility with given resources (tangible / intangible) and constraints (time, cost, quality)

5.inactive companies

-First three most important factors will be further discussed.


1. the most common reasons resistance to change from employees:

1.1.Lack of awareness of the need for change (Awareness)

1.2.The impact of the current job role (desire)

1.3.History of introducing changes in the company

1.4.Lack of support from management

1.5.job loos

2.the most common reasons resistance to change from managers:

2.1.loss of the job roles-the same as in the abovementioned in employees(ie: loss of power, prosecuting, compliance with personal goals, lack of knowledge and experience for the job)

2.2.loss of job

2.3.disagreement with solution

2.4.disagreement with the need for change

Interpretation of the survey:

It is interesting that none of the top reasons resistance to change is related to the correctness of solutions in both groups of people(employees and managers).

On the contrary, reasons relate to the understanding of the changes and process changes to the individual. If none of the top reasons not related to the correctness of solution then it is clear that the solution itself is not sufficient to reduce or eliminate the resistance. Therefore, if the manager changes focus only on the correctness of the solution and ignoring the human side of change is most likely that change either fails or is established but there is no desired benefits. Change management therefore gives structure to move people from the present to the desired future state.

3. Most common mistakes sponsorship by the sponsors (leaders, ceo, ..):

– Leader finish after approve the change(not leading the change)

– Change leader doesn’t have right role(not enough power)

– Leader don’t have trust

– Bad history of successful changes by the leader

If you want to make successful change then it is necessary to put emphasis on the application of those success factors, and eliminate the factors of failure.

marek malý

Like helping people, Business & IT, research & innovations, nature, travelling, sports(bike, mountaineering, ..)

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