By William Feyk
Businesses, particularly information technology-driven companies, require constant reevaluation of their operating and production systems in order to maintain or improve overall performance. However, change, if not implemented correctly, can actually result in a loss of performance through decreased efficiency, reduced morale, and other effects. Therefore, change management plans can be vital tools to helping ensure a business’s proposed change accomplishes the goals for which it was developed.
Simply put, a change management plan is a process, typically tailored specifically to a company’s size and resources, that monitors past changes and performs cost-benefit analyses on proposed changes before deciding which changes to perform. Once a decision is made, the change management plan helps determine the most efficient, effective way to implement the change, using available staffing and other resources. Thus, the multi-step process provides a standardized metric to use when deciding on which changes to make to a system, as well as the best way to put the change into practice. However, for a change management process to work well, businesses must have open, clear communication between key departments involved in the change process, as well as a change manager who is able to act as a bridge between those departments. However, with strong communication and a well designed change management plan in place, businesses can avoid many of the problems inherent in most large-scale changes.
About the author: William Feyk is the Vice President of Business Development at L-3 MPRI, an international training provider. His experience includes team building, capture management, and change management.