Sometimes starting with a better question can arrive at a better answer.
Here are a couple of questions I’ve seen for change management that need improvement or rethinking:
“Your change management team is struggling to stay organized. What can you do to improve collaboration?”
First, the question is a compound question … organization and collaboration aren’t necessarily the same issues.
More fundamentally, if a change management team has problems staying organized, then the problem is not about organizing steps or other tactics.
Namely, it’s the wrong team.
A change management team that can’t stay organized itself is useless to the organization. A change management team should be able to help everyone ELSE stay organized and reduce the chaos of change.
If it’s a capable team, then the disorganization cause is likely different individual purposes and priorities driven by forces external to the team. No internal organizing tactics can really fix that root cause.
Here’s another example:
“How can change management professionals build resilience in the face of adversity?”
One would hope someone in change management would neither go into the field without some degree of resilience or resilience skills to begin with … nor anticipate smooth sailing and no adversity with change. ๐
If change management professionals cannot face change, how will they model facing change for others?
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