Change Management

Change Management

I’d like to blog today about what I’ve been learning from a colleague Richard Ng* (a Singaporean who has been living and working in the Philippines since about 2 decades ago) and the Change Management course he’s currently teaching at the U.P. Business School.

Richard uses the book by Esther Cameron and Mike Green “MAKING SENSE OF CHANGE MANAGEMENT”, 3rd Ed.

http://www.makingsenseofchange.com/

Leafing through the pages of the book, my eyes were drawn to the Section “Managing Change in Self and Others” in Chapter 1 “Individual Change”.  As the book website says: “We focus our attention on individual, team and organisational change with good reason. Although many readers will be grappling with large scale change at some point, which might be departmental, divisional or whole organisational change, the people on the receiving end are individual human beings. Without looking at the implications of change on individuals we can never really hope to manage large scale change effectively.

As an Organizational Culture and Virtue Ethics researcher myself, I identified closely with this material, especially with the suggestion of a meta-analytic diagram of the menu of potential interventions in the change process:

I decided to sit in today in Richard’s class, as he wrapped up the semester’s course with a story about India and Indian business, where many Indian businessmen and intellectuals made it big in places outside the country rather than within their own country, given the rigidity of certain aspects of its culture and the disorganization of the political system.

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*Richard has just informed us that he’s just gotten his certification as a Management Consultant from the Institute of Certified Management Consultants! 🙂 CONGRATULATIONS, LAH!!! Richard will transmit to us (faculty and students of the UP Business School) the contents of the Management Consulting course this November… Looking forward to your DimSum treat! 🙂

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2 Responses to “Change Management”

  1. Richard V. Ng Says:

    Hi Aliza,
    I am pleasantly surprised that you had placed me on your Blog with such gracious comments.
    The structure of my Change Management course is basically focused on the Individual, Team and Corporation Changes, which Individual change could be most difficult as there will be enormous resistance to Change. The Chart you have highlighted in your Blog is an important one which I wanted every student of my class to know it by ‘heart’ and came as a mid-term examination question, which every student had a full marks for it..It is the ‘Chinese style’ of remembering! Part 2 of the text deals with the Applications of these theories.
    This book is truly a tool book for Change Management, with a wide spread of abstracts of researchers in this field of Change and is based on Psycho/Socio approaches.
    I really admired your mental talent as you took less than an hour browsing through the book and you managed to pick this important concept. When I was asked by Gloria to write a 40-hour syllabus for Change Management in CBA class, I researched on many books and finally found this. Surprising the authors are from England with worldwide knowledge and experiences and I had been in communication with them.They sent me 2 copies of their 3rd edition printed in May 2012, hot from the press, where the other copy is donated to the UP CBA Library..
    Anyone who are interested in Change Management, this book ‘Making Sense in Change Management. is a good Read.
    Today many Corporations failed badly because they are still using using the same strategies formulated many years ago and had not re-visited to change their strategies under today’s environment. Change Management is a ‘follow-up’ action needed of all Strategic Management undertakings in the 21st Century.
    ‘Change is necessary at all times and must be consistently done everytime’.
    Cheers
    Dr. Richard Ng


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