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

The right way to manage change?Therefore the management should be willing and flexible to adapt even thetarget definitions, made in the earlier stage of the change process, if changedboundary conditions require this step.Sirken, Keenan and Jackson (2005) highlighted four key factorssurrounding the preparation and general readiness of the organizationwith respect to a change initiative. Since the original research, the BostonConsulting group have used these successfully to predict outcomes inmore than 1,000 change initiatives across the globe. The four factors are:• duration: ‘a long project that is reviewed frequently is more likely to succeedthan a short project that isn’t reviewed frequently’;• integrity: ‘the extent to which companies can rely on teams of managers,supervisors, and staff to execute change projects successfully’. Thiscomprises the mix of knowledge, skills and experience needed ingetting changes done on time, to budget and the required quality;• commitment: the demonstrable willingness of top management, thechange team and the recipients of change to be engaged in the change;• effort: the effort that is required ‘over and above the usual work that thechange initiative demands of people’. This includes:– sponsors and senior management who may have multiple timepressures and the next change initiative to concern them;– the change team itself, who may be focusing purely on the projectimplementation date rather than the ‘aftershock’ of the change;– line managers, who often have the job of juggling ‘business asusual’ as well as implementing the changes in their areas andmanaging staff through the transition;– employees involved in implementing change, who may needadditional resources to do this, for example by a reduction innormal workload, backfilling or management recognition thatthere will be a performance dip.Balogun and Hope Hailey (2004) approach change by asking some veryclear questions about the change itself and about what ‘levers’ need to bepulled to implement successful change.They then go on to look at some of the different things you need toconsider when planning and managing change, what they call the designchoices (Table 10.4).341