{"id":51,"date":"2018-02-23T11:13:10","date_gmt":"2018-02-23T00:43:10","guid":{"rendered":"http:\/\/blogs.flinders.edu.au\/digital-research-services\/?p=51"},"modified":"2018-11-06T11:16:16","modified_gmt":"2018-11-06T00:46:16","slug":"changing-approaches-change-management","status":"publish","type":"post","link":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/2018\/02\/23\/changing-approaches-change-management\/","title":{"rendered":"Changing Approaches to Change Management"},"content":{"rendered":"<p>The following <a href=\"http:\/\/www.futureknowledge.com.au\/blog\/category\/why-the-traditional-training-approach-doesnt-cut-it-in-todays-aggressive-implementation-projects\">article from a major Australian Change Management company<\/a> describes the changing nature of (a) system implementation and (b) the role of training.<\/p>\n<p>No longer do we have the luxury of carefully crafted change management and training plans delivered in planned sequence to willing, attentive customers. The drive to faster and more cost-effective implementation of technology projects leaves us with less time to plan change and soften its impact.<\/p>\n<p>So from the old story of \u201cplan, act, review\u201d we are now in the post-modern cycle of \u201cact, observe, intervene\u201d. It\u2019s a world of \u201cvanilla\u201d systems and just-in-time business process adaptation. Most importantly, the role of the trainer has changed. Their job is to assist the customer at every turn post go-live with guidance, support, and empathy about how to make the change work.<\/p>\n<p>Far from being unsettling, this provides change managers and trainers with exciting new opportunities to provide high value services to customers, hungry for knowledge.<\/p>\n<p>Welcome to the new road to BAU!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The following article from a major Australian Change Management company describes the changing nature of (a) system implementation and (b) the role of training. No longer [&hellip;]<\/p>\n","protected":false},"author":1269,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[203,284,1],"tags":[],"class_list":["post-51","post","type-post","status-publish","format-standard","hentry","category-business-analysis","category-change-management","category-drs-blog-post"],"post_mailing_queue_ids":[],"_links":{"self":[{"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/posts\/51","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/users\/1269"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/comments?post=51"}],"version-history":[{"count":0,"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/posts\/51\/revisions"}],"wp:attachment":[{"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/media?parent=51"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/categories?post=51"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.flinders.edu.au\/digital-research-services\/wp-json\/wp\/v2\/tags?post=51"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}