This blog is 3 of 6 in this series of blogs that focuses on developing a change management strategy to help your organisation transition to an Enterprise 2.0 model of operation.
The purpose of this blog is to introduce the dimensions of change. To do this I will introduce a nomenclature for change. In order for me to develop a strategy for change in an organisation, I make considerations to the following dimensions of change.
Architectural considerations: Consider the following characteristics of your organisation: is there; a strong organisational vision, complexity of change, predictability of change, accountability of the change, political and cultural difficulties, time constraints, internal change management skills, and leadership understanding of change. Depending on the make-up of all of these characteristics, a planned, emergent or contingent change architecture will be chosen to implement in your organisation.
Figure 1.0 – Change Management Nomenclature Framework
Change Foci – The focus of the change can be on the individual, the group, whole of organisation, or response to the environment.
Change Management Approaches – depending on the focus of the change, a corresponding change management approach or approaches can be taken.
Change Management Models – Depending on the type of change in the organisation, a change program will sometimes need to incorporate a medley of Change Management Approaches. These medley of approaches are represented by Change Management Models. Examples of Change Management Models include, Counselling, Mediation, Kotter’s 8 step change model, Six Sigma, TQM models.
Change Management Programs – are examples of change management Models
This blog has briefly described the language of change management, and described this language as part of an overall nomenclature. In my next blog I will spend more time on explaining in further detail the dimensions of change.
If you have any comments or info that you would like add, please feel free.