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Why change should be a core competency in your organization




By Joshua Brusse, Chief Architect, Asia Pacific and Japan, HP Software Professional Services


Recently analyst firm Frost & Sullivan gave my group its 2014 Customer Value Award for change management services—something that HP Software Professional Services has developed into a comprehensive and repeatable methodology.


I’m especially proud of this award, because it represents market recognition for something I’ve long maintained—that you don’t get value from your IT project (or any project for that matter), if you don’t manage change.


Change is hard, and if you don’t factor that in to your transformation—plan for it, lead it, and have a clear strategy for working through the stages of change—you run the risk of not delivering value. If you’re not getting value from your software project or your IT transformation, it’s almost always an issue of adoption. The reason you’re not getting value is because you’re not using the solution. And you’re not using it because you have not adapted to the new normals.


Adapting to constant change

We hear all the time that organizations are going through a period of tremendous change. This is true. IT is pressed on all sides to be more efficient and cost-effective and at the same time deliver more value to the business. But what often gets missed in the discussion of IT transformation is the idea that change does not stop when a particular project ends.


As you can see in this white paper, “Helping IT Transform: The Rise of Organizational Change Management Services,” (registration required) forward-looking IT organizations are starting to realize that transformation is not an end-state but a process. Becoming an agile business means adapting to constant change.


As Frost & Sullivan analyst Lynda Stadtmueller puts it, “More than needing to change, the IT department needs to know how to change.”


Change isn’t a one-off

I’ve spent years studying change and coaching IT on how to change. With the right approach and methodology you can make transformative change repeatable. Change should not be a one-off thing.


But frankly, most organizations still have an old-fashioned view of change management. Often they see it as part of a transformation project. They don’t see it as a competency the same way project management, say, is necessary as a competency.


After working with us, however, many of our customers realize how important this competency is. They see how important change management is to success, and they understand it’s something they should be building within their organization. In our work, the real value is when we build a competency and leave it behind. That’s when you improve the overall agility of the organization.


4 lifecycle stages of managing change

How can you start building a competency in change management within your own organization? In selecting HP for its IT Professional Services Customer Value Award, Frost & Sullivan calls out HP’s method for helping organizations become “change resilient.” We use a flexible HP playbook in our MOC activities. While every customer engagement is different, we look at the elements of organizational change and lead customers through four distinct “lifecycle stages.”


  • Discover and pursue
  • Assess and align
  • Action and govern
  • Manage and optimize

You can read more about these lifecycle stages in the customer value award write up.


To learn more about the importance of management of organizational change, read the Frost & Sullivan Stratecast “Helping IT Transform” (registration required).



Jjoshuabrusse.jpgoshua Brusse has more than 20 years experience in all aspects of running IT as a business. He consults with HP enterprise customers regarding strategy, governance, service lifecycle management, and organizational design and transformation.)


Related links:

- HP Software Professional Services

- Ebook: Deliver business value

- Blog post: 3 elements for management of organizational change

- Blog post: For a successful IT transformation manage the 3 stages of organizational change

- Blog post: Managing the four stages that teams go through when they face change

About the Author


This account is for guest bloggers. The blog post will identify the blogger.


There are also four hard elements of change can be summarised into the ‘DICE’ framework:







Find out more about each here:

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