Change Management

By Barbara Heller
In November 6, 2012

Change Management, is defined as the process, tools and techniques to manage the people side of change to achieve required organizational and business outcomes.  The management of change is an increasingly important organizational competency.  Change in leadership, mission, technology, tax support, and consumer preferences are but a few examples of the constant onslaught of change.  John F. Kennedy once said:  “Change is the law of life and those who look only to the past or present are certain to miss the future.”


I led two different agencies for over twelve years.  There were countless numbers of change initiatives during my tenure.  I only wish I had known then what I know now.  Sure, I knew enough to know one needs a compelling business case to introduce change.  Furthermore, employees affected by change needed  to be sitting at the table to provide the solutions for the change.   And, of course, the change process needed to be communicated.


Yet change is not that easy.  I have travelled around the United States working with many agencies.  I have found change to be an elusive organizational skill.  I look back on my career, and I am struck with how simplistic a view I had about change.


According to the American Productivity and Quality Center, there are four necessary factors to support change.  They include:

  • Commitment to change from the very highest levels in the organization,
  • Alignment to the core strategy,
  • A strong model or methodology to guide the journey,
  • The ability to effectively and efficiently communicate the strategic message of change and a change culture


Most change initiatives I am familiar with have not included the necessary framework.  Furthermore, change processes should be evaluated to grow organizational learning as well as measuring the outcomes of the change.   For information on tools to use, contact Barbara Heller at 224-456-6934 or email


Successful change efforts will help your organization grow and improve.  Organizations who realize this fact and grow their competency in change initiatives will certainly be positioned to be a more nimble, responsive and efficient organization. determined to give government a good name - one agency at a time. Her innovative approach to the planning process has delivered results in organizations across the U.S.

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