Change Management – The ITIL Way


Many organizations with small IT department, often fail to establish standardized methods and policies to manage change. Therefore, they catch the haphazard and Ad-hoc practices resulting in utter mismanagement change. We recognize that changes in IT can come out of some reactive responses to problems, or as external imposed requirements, eg legislative or regulatory imperatives, or out of proactive quests for optimization, or just as business improvement initiatives.

The Information Technology Infrastructure Library (ITIL) defines among other areas of service management, standard operating procedures and management practices to allow the organization to manage changes within the IT infrastructure. ITIL was originally created by an agency CCTA under the auspices of the British government and ITIL is a registered trademark of the Office of the British Government Government Commerce (OGC) .The challenges and risks in successfully managing IT changes are many. For many popular departments or divisions, the ITIL Change Management doctrines work as a guideline, that integrate seamlessly with its associated network of service management forces like configuration management, service desk, request management, service catalog management, service level management and others.

The success factors in IT Change Management are basically dependent on the organization’s ability to defend it changes protect existing services in the change implementation and its aftermath, and also effective quick and accurate changes based on business requirements. Objectives ITIL aligned Change Management process embrace many aspects – setting the policies and guidelines that frame the methods and techniques of efficient change handling, construction creating role-based incumbents as change manager (s) or change coordinator (s), formalizing a change assessment and approval examination body often known as Change Advisory Board (CAB), making visible Forward Schedule Changes (also known as change calendar), publishing contextual service availability reports and, among other things, communication and post-change notices and implement changes after the review.

Is it necessary to have a tool or application to manage IT Change Management ? Not necessarily. But it is absolutely necessary to have a well-defined process and a set of strictly enforced guidelines. That is why ITIL principles are basically process-driven, which can be performed without any ITIL compliant Change Management application, or tool. The ITIL key-activities recommend who, how, when to (i) register and accept proposed changes, (ii) to classify, prioritize changes, (iii) perform risk and impact assessment, (iv) coordinate change approval, (v) a plan and coordinate change implementation, (vi) conduct by change auditing and (vii) periodically disseminate management information and reports.

One critical aspect of change management is obviously to reduce any change related risks. It is necessary to have a clear overview of the relationship-network of all services, applications and CMDB repository items. The question is to ask: How many applications / services are to be directly and / or indirectly affected by this change? The next question is to know, in connection with the company How critical Are committees service? If this assessment leads to the answer that the proposed change is fraught with danger, the proper strategy to reduce should be available.


Organizational Change Management


Why is it difficult for people to change and adapt to new situations? What is the main deterrent? Approaching this problem psychologically could prove good use. This might be a myriad range from the ridiculous to grave. The foremost may be the fear of a long time or be denigrated work less meaningful. In short, fear of failure could be used as an umbrella term to cover this insecurity. Organizational change management could be solved better either changing individuals by placing them in training professionals or change the methodology to implement the change. Either of course be carefully oc.

The underlying presumption of organizational change management is believed that it was possible to change anything if desired. . Therefore, organizations should go ahead with the same determination and confidence, and it shall be

certain steps that might be useful are:

• Communication: This is probably the first step. The outlook on the report early to give time to employees to prepare for it. A sudden jerk is a certified recipe for disaster

• Planning :. The methodology must be such that each game is clearly organized and well thought of. It should not be unprepared and done in a jiffy. Organized change not only meted out well by the staff but also gives better performance

• Participation :. The team spirit and the ability to work as a team come to the test here. Any successful organizational change management would have greater employee participation. This makes them feel desirable and important. This improving the individual and team productivity. Participation works better than laying group duties and responsibilities every day. This is also a clever maneuver to work and overturn the dispute and collect valuable feedback from some experienced and talented people. This exercise is more than one benefit would strengthen the implementation of the plan

• Be Resolute :. If you are convinced that change is necessary, be firm in your counsel. Keep standing even if you suspect sails against the wind. All you have to do is to convince the maximum and important people to come to your side. Of course, you would always lose people travel but it is everywhere. This also makes room for new talent better

• wait for the result :. This is the most crucial part of the whole process. Now that you have been implanted changes in your business, you do not complain about the delay performance. It would make the changes take time to be effective. It is not magic after all. Be perseverant and do not doubt action unnecessary.


Change management in the public sector; DHS


Change Management situations can occur anywhere and sometimes they live in conditions that are so severe that they definitely could threaten national security. For example, the upper management changes in the public sector as in the top ranks of computer and cyber security division of the Department of Homeland Security, for example. Just imagine the importance of the top places keep and possibly chaos and controversy that could occur if someone leaves suddenly?

Next realize that such a deviation of temporary power and leadership vacuum and allows security holes to be forgotten for even a short time. Well this is what almost become the Department of Homeland Security as Director of IT and by the leadership was not immediately filled. Luckily for urgent action by the top leadership of the problem was averted from becoming serious. But realize that it was not some real timely executive decisions and some strong bases secondary lead.

Yes our nation is safe, and that the point of this case study is valuable at all levels of public and private corporate leadership that just because the change is no reason for the chaos in short. Perhaps you will consider this as you read the case studies of change with those who seek and teach in Management Sector? Think about this in 2006.


The importance of leadership change process


Change within organizations can take many forms and involves different types of organizational action. The pursuit of organizational change is usually connected in one way or another to the goal of improving performance and productivity. These ends can reach through various organizational change. Some of these changes are growth, modernization or improvement and development of skills; a reduction in the workforce or restructuring; through restructuring or changes; or a combination of these. The way in which the transformation takes place is the creation relies almost exclusively on leadership style and culture that exist in the company. This is one of the most important reasons that leadership is critical to the successful implementation of organizational change.

Leadership is a key element in a series of developments that organization vision, implementing change and guide employees are connected in a continuous process. Maintaining a culture change requires a type of constant effort and commitment that only leaders can properly manage. Especially in times of uncertainty and change, look Workers leader figures in the organization. Leaders are the key to a concrete vision for change, direct it and strengthen it at all levels. Without the vision and guidance of the leadership, productive change is not possible.

Another reason why leadership is so important to the process of transformation associated with the external environment. Leaders serve as a go-between between the internal and external environment. Just as the leaders do not exist in isolation, nor their organizations. Leaders must be in line with the external environment in which the role of the organization as well as its own internal environmental organization. In times of change, leaders mediating between the two to balance by ensuring that neither conflict with its counterpart. The effective change in any organization is reliant on proper handling of leadership is these environments and the ability to adapt the policy to changing circumstances.

The distinction must be made between the leaders of change and change agents. While the former usually hold senior and top management, the latter can be found at all levels within the organization. The successful implementation of change depends on the assumption that strong leaders want to cultivate and support change agents with training and development, and equally important – listen. Focus on developing and strengthening the change agents is a critical part of the change process that only leaders can complete.

The difficult process of change, be good leaders atmosphere of trust between themselves and their employees, thereby promoting the faith that things will get better. This makes dealing with radical changes easier on everyone. On the other hand, poor leadership creates hopelessness, which, if not properly addressed for the implementation of a change may eventually lead to failure to change.

Leadership entire life cycle planning process key to successfully achieve a healthy transformation.


Managing Change – Why Change Management Fails



The most common reason cited for the failure of change management efforts is the resistance. It is a cop-out. It’s always going to be resistance, it is a normal part of any change management program, successful or not. The degree of resistance work out is determined by other factors.

Five elements

I believe there are five main reasons why change management efforts not

indecisive Leadership -. Study leader change management program is extremely safe and subject matter expert in all aspects of the process to change, they are going to need help. It will be planning for change, where leaders will engage in other risky, take stakeholder concerns and more until a plan is mapped out.

When the program is in place, the leader must shift from this engaging work style to one that is much more directive. The discussion is over. The change is in progress. It’s time to get on board or get out of the way

Directive without the support of -. When the leader has made clear what the organization is expected to do, they need to have insight to separate legitimate issues from whining. There is no need to devote time to the second, but it needs to be a support structure for the former.

answer like “figure it out” are not appropriate for people who have already tried and achieved frustration team. Walk around, look at the stress levels. Stress is normal, but you can not let people get to the point where they give up and lose faith.

Cracks in Leadership resolve – If there are two or more organizational leaders involved in change management program, looking for people to exploit any inconsistencies in their message and their behavior. Leaders need to act in lock step with one another.

Support is basically the kiss of death, as in “I support my fellow leader fundamentally, though I reserve the right to change the implementation of the plan as necessary.” Leaders need to hold each other accountable, not just their own point of

Inappropriate use of consultants -. It’s a good idea to bring in outside help, especially if the organization is going through a major change program, if you are unaccustomed to the growth you are experiencing, or if you need to cut down. Advisors should consult, as a coach, assess, challenge, etc. You must not allow anyone to include change activities as consultants while they “get their work done.”

good test for the proper use of consultants would be to look at how many you have had advice from your spouse. More than one or two advisors for each participating institution should be a red flag

The Devil In The Details -. Before you pull the trigger on the implementation of the change management program, make sure the plan is sufficient. Set up a structure that allows for a comprehensive program reviews with a method to raise issues and get them straight.

Even after you have organized everything as well as you possibly can, count on something going wrong. Set up a support system to react and adjust strategies if necessary. Make sure that you are subject matter experts ready to respond to unexpected when they occur.

Resistance to change is normal. Allow resistance to overcome change policy is the result of other failures, usually in one or more of the above areas.


Change management – Basic Tactics For managers


Change is not something to be afraid, but instead it is something to look forward to, because opportunity and adventure that it provides so many times. And since change will always happen – no matter what – it is much better to be trained to take control of these types of situations, whether you are leading change or part of those on the receiving end

For some . organization, with change management skills are vital to occur, the change management is relatively simple capability that many may already have within them. If not, they can easily evolve over time and a little practice

first -. And probably most important – change management skills, to be able to connect well with other people. Communication is the key to building trust within teams and individuals in them, which leads them to treat each other with respect and care. This makes it easy for everyone involved to work to find the best way forward to changing times and circumstances.

Next, route changes will also have a clear cut idea of ​​where things are going to go. This allows them to easily discuss and collaborate with others in the planning of facing the changes and seek value their input, which in turn develops commitment and participation.

Another important change management skills is consistent. With this, everything else made in connection with the change that is happening is executed with fairness and gender equality. This helps those involved have framed the change takes place and reduces the feeling of simply not knowing what is happening.

Along with the consistency is planning wisely. By doing so, you and your colleagues will be able to prepare for what will come your way. By considering (almost!) All possibilities and plan every step – generally agreed timetable – progress must be predictable and you’ll be ready for any surprise

Finally, the change leaders. – And their team, too – will always have self-discipline and perseverance. With the former, scheduled changes will surely follow on the spot and through to success needs. But second, it can be sure that everything has been decided will push through, the same difficulties that come with it. This will add value at the end of the day, that’s the whole point of change.

Change for leadership, change management, in fact, nothing to fear, because it is better to be skilled in taking control when change comes along. So instead of running away when you hear about the changes, get ready to get going. It is the best way to make constructive progress where everyone involved is part of a win-win solution.


Change management – The What, Why and How of


What is Change Management?

. “Change management is a structured process and tools to lead the people side of change” (Proscar)

Change management is no longer a vague ‘management concept’ – it is an important leadership skill and strategic ability to manage in this amazing time with unexpected terminated

“Companies have to move quickly -. to make the right decisions and act on them with unwavering confidence, the ability to respond. fast is absolutely characteristic high -performance companies. “

Why is Change Management important? Similar to Project Management, which is a discipline that contains a set of tools and practices to manage the “technical” or “business” side of change, change management is based on controlling the “people side of change.” So, why successful people side of change?

  1. Increase the performance of change projects (Proscar studies show that the # 1 reason why most projects fail is employee resistance and ineffective management of the people side of change)
  2. Project performance is not good policy or project only. Like many things, the inter-being of many skills needed for effective change. All too often people control side (organization) of change is left out.
  3. Change management is a strategic skill – a skill that organizations can not do without. The company’s ability to move quickly and adjust to change quickly is a must skill.

“We change management everyday! Whether we are aware of it or not, change is part of every project we work on.”

How to manage change effectively Many companies have great plans and ideas, but they are failing to implement. So, how do you position yourself and your company to implement change successfully?

“Excellence, anything is achieved through constant and unwavering focus, practice,” on-the-ground “training, discipline, perseverance, adaptability and resilience.”

  1. There are many organized models out there – choose good. It will help you organize your thinking and strategy to manage change.
  2. Just like any skill, whether it’s Tiger Woods golf game, or music James Taylor, it takes practice.
  3. Find a coach, a mentor. Learn from those who have gone before you, of those who study and manage change every day.


Change Management – 4 major areas of strength


With the pace of change and the rapid pace of advancement of technology companies are required to implement the Change Management (CM) process to be ahead of the competition. Earlier business model of the company CM is outdated and does not fully address the dynamics of the current variable type.

Adaptation technology in property planning process is important to push the company forward. Responding to business development in property organization the world has been brought to a new level with the development of BIM technology

Planning for Change :.

effective CM system requires a plan that includes diligent identification of change potential a structured CP (Change Process) and proficient use of technology

Change Method :.

area with great potential for change are areas that are exposed to the greatest changes in technology, changes in the target company, the retail industry competition etc.


Efficient integration is a key factor in the success of CP. Integration is accelerated through effective communication. BIM enables the rapid development and dissemination of change initiatives

Documentation :.

Effective data and monitor CM directives can be an important part of a successful CP and can have a major impact on the cost of change.

How do we deal with CM to eliminate waste?

Is it possible to keep up with the changes?

CM is a fact of doing business. Change is a constant in the current business environment and the companies will develop an action plan to deal with the changes to be competitive.

Work smarter not harder yes, but you have to be nimble in the environment.

have a plan. It will save you time and money.


Change – a sea change Management Secrets to Create Winning Culture Change


changes taking place all around us every day. Most changes are small and go unnoticed by us. Think about the daily ride to work and notice any changes taking place during the week: Possible changes in traffic, new stores open, weather, etc. Each day we adapt to changing circumstances without even thinking about it, and to achieve our goals.

Organization of the work that is going through changes to adapt to the highly competitive market. Most organizational change, like the daily commute, is subtle. Some amendments create a range of emotions among employees: from joy and enthusiasm to skepticism and anger

best organizations create a strong culture change .. In fact, the management of these institutions is constantly encouraging change for the good of the overall

The following are the seven secrets of change management to create a winning culture changes :.

1. Understand the Present

Take the time to ask questions to understand where cultural change is now. Sample Questions great management changes are constantly asking to ensure the success of the changes are as follows:

a. Do employees understand the difference they make at work every day?

b. Are there strong relationships between employees and management?

c. Is the environment of openness and trust?

d. Understanding the mission, purpose, beliefs and goals?

e. Do we have the learning environment, growth and promotion?

Take the time to ask these and other questions and, most importantly, listen to the answers.

2. Recognize that Change Management Culture starts at the top

As a leader, you set the tone for change. If you express or show negative attitude to change, culture changes will have negative results. If your attitude to change is positive, culture change will have positive results. Stable relationship positive overall results of the change and how the employee will benefit from this change.

3. Establish channels of communication

Before changes are to occur, perform ongoing channels of communication. This is important for the following reasons:

a. Hear and address the concerns and fears of employees.

b. Get new innovative ways of implementing the change.

c. Gain employee buy-in for change.

d. Address rumor mill before it spirals out of control.

Remember, it will probably be a lot of emotion mixed with communication. First, set the parameters for a positive, productive relationship and really take the time to listen. You have to understand the feelings of the message and / or questions. Also, if you do not have the answer to the question, promise to find the answer and respond with the answer within a certain time limit.

4. Give your employees Tools for Effective Change Management

Make sure employees have the tools to successfully implement structural reforms. This may include training, technology and more management help to remove barriers to successfully implementing changes. To note that these changes are new compounds in development. As a change leader, monitor the working relationships are working and what the context is not working; and take appropriate measures to remove all obstacles to your relational employees completing the program.

5. Build management changes Europe

based on the feeling that we are all in this together and if one person on our team has challenged Adapting to change, we have all challengers adjust. Build this feeling changes era team so that a positive environment for change and innovation is developed. It makes the road to change so much easier.

6. Understand that employees Handle Change in different ways

Because of stress and emotions, see changes in different ways employees. The model employee who was once quiet can now become disruptive and challenging environment changes. Take time to tone your employees’ emotional change barometer, “get their feedback, and provide guidance so that they are in a culture of change.

7. Follow to Create Better change

to change leadership, follow-up meetings, personal coach ing, surveys, memos, e-mail, etc., to monitor how changes walks . Embrace and recognize the valuable feedback worker out so you can efficiently implement the changes.

Applying these seven change management techniques and you will create a successful culture change and achieve organizational goals.


Change Management – Coping with Change


Change Management is one of the most common reasons why organizations from the private or public sector approached Impact Executives interim managers, who are skilled in handling complex change management programs, sometimes across different geographies.

Change can be for lots of different reasons, from the challenges of growth that the company faces, changing international markets, changes in policy, technology changes, competitive process in M ​​& A, customer pressure or changing markets.

Research shows that organizations are a significant change in average 3 years, while smaller changes are occurring almost constantly, and there are certainly no evidence in the current economic climate, this will change. While each change is unique, Interim Managers can introduce different types; two often adopted either Lewin and Beer or model Shaw’s.

Using temporary shift manager

But at the end of the day provisionally, has seen it all before and can draw on a huge change management experience, bringing with them the sound program and project management experience. They will understand how to pre-empt concerns of stakeholders and have the leadership skills to effectively communicate, facilitate and coach resistant to change. Hand-holding those who insist on dealing with change, with all the issues surrounding re-alignment, performance and motivation. Above all, they will remember that everyone reacts differently to change and have different basic needs that must be met. Change often involves a loss and people go through “loss history” where expectations need to be managed realistically and fears need to be addressed.

Change management is often entrusted temporary managers play a key role in introducing new structures and systems. Above all seasoned Interim Manager will deliver change management program on time and on budget.