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Change Management: Concepts and Practice (The Technical Manager's Survival Guides)

Marcus Goncalves
Marcus Goncalves
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ASME Press
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There is no debate on the matter that change is a necessity. But the implementation of the change process will always limit the effectiveness and motivation needed to lead. There are six key elements that must be addressed that are essential to creating the business∕educational change that an organization needs to implement change.

Figure 4.1 depicts what typically happens with most change management plans. At first, the morale level of the organization tends to be fairly good (notice that is not high, due to onset resistance), and during the first stages of the change implementation, it even increases. That increase in morale is not due to successful results, as we already understand that change management results tend to be slow, to take time. The reason for the increase is denial of the difficulties that lie ahead, combined with false expectations. One it is realized that expectations previous are unattainable, there is a sharp drop into the “pit of despair.” As the change process continues people resist, but ultimately a “grudging acceptance” occurs. Eventually there will be a feeling of relief, and business as usual sets in.

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