Change Management In The Real World

by Kevin Rohan

Verdict: CHANGE MANAGEMENT IN THE REAL WORLD argues you cannot outsource change, or stop change, so to change for success, get everyone to buy into it.

IR Rating

 
 

3.0

IR Rating

Change is inevitable.   On that, we can rely and agree.   The question, in business as in life, becomes how best to manage change to insure our future success, rather than our demise.  The Holy Grail, according to author Kevin Rohan, is change management.

As founder and CEO of Real World Change Management, Rohan argues his approach is far superior to ordinary project management for many reasons, but foremost because it recognizes that all change is personal and emotional.   Change affects and involves every one of us.  Some people hate change.   Resist change.   Change is stressful.   Therefore, to successfully harness and steer change, you must engage and enlist the support of your personnel.

Rohan claims projects fail 70% of the time for a multitude of reasons, but that change management can dramatically increase your project success rate.   When people understand the business reasons for a project, and what’s in it for them, they can wholly invest in it.  Change management focuses more on the people than the process.   Senior executives, not outside consultants, need to take charge, commit, and connect.

Rohan’s resume is quite impressive.  He has worked all over the world, and with a remarkable list of clients.  I looked forward to learning how he applied his expertise in the real world.  While he extols the virtues of change management at length, and everything he says makes intuitive sense à la Peter Drucker (the father of modern management), CHANGE MANAGEMENT IN THE REAL WORLD could have benefited from less repetition and the inclusion of compelling concrete examples.   Perhaps in his next book.

CHANGE MANAGEMENT IN THE REAL WORLD argues you cannot outsource change, or stop change, so to change for success, get everyone to buy into it.

Reviewed by Lucy Wang for IndieReader

 

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