cameron and green making-sense-of-change-management

in the change and also their line manager. The senior manager is bestsuited to communicating business messages around the change,whereas an employee’s line manager is best suited to communicatingmore personal messages. This ties in with the notion that the overarchingvision and strategic direction once communicated needs to betranslated into a local context.A more recent study from Prosci (2007) highlighted the need for a structuredchange management approach: frequent and open communications,dedicated resources for change and employee participation.Change Tracking (2008) have looked at change in more than 180 organizationsworldwide and surveyed over 100,000 individuals. The factorsmost important to high performance change (that is, improving businessperformance and meeting project objectives) were identified and aresummarized below:• turbulence (conditions such as the magnitude, pace and risks of change):– risks and roadblocks;– changes taking place;• resources:– training and capability;– systems and processes;– project support;• aligned direction:– vision and direction;– communication;The right way to manage change?• engagement:– change leadership (the level of commitment and support providedby leaders);– involvement (the level to which people are involved in planningand implementing change);• team leadership:– management skills;– feeling valued;– accountability (clear performance objectives and people heldaccountable for achieving outcomes);335