Change management is both a technical skill and an art! There's definitely a lot you could learn and practice from it. I'm a novice in the field of project management and change management comes up a lot.
Our Chief Strategy Officer once summarized change management, off the cuff, as "Awareness, Desire, Knowledge." People need to be aware that there is a problem or opportunity, and then come to desire the solution, and then they will want to learn about it or adopt it. Start with desire. Do people agree that something is broken? Consult others and be strategic with your efforts. Maybe what you see isn't a big enough problem for others to be worth their buy in. Or maybe they would buy in if you showed them the data.
I took an online class on Project Management and one in Quality Management, by the same author, and both included a short chapter on change management. I'm copying my notes from the former below to give you an idea of what it's about. The author also provided this link for "further learning" (I never used it but maybe it's good).
As a last thought, one of the lessons I've been learning over the last two years from trying to apply classroom project management ideas in our shelter is that some of these ideas are written for big companies doing relatively stable activities. In shelters, things change all the time. Rapidly. A new idea can be good for this year but next year we'll have something even better. Or we might have the energy and resources now but in two weeks that will have evaporated. Moving too slowly through a process, even if it's a good process, can kill a project and hurt innovation. This article from HBR talks about the "agile" approach to change management.
I hope you can start building your skills in change management! I think it will benefit you, your shelter, and your mission!
Peace,
James
· Chapter 4 – Change Management
o Are you ready for a change?
§ People typically thrive on either change or stability. It is an inherent quality.
§ Dimensions:
· Change that each individual must address in a specific area
· Change that all team members must make to support an overall activity
o Reasons for Resistance
§ Attitude – don't see a reason for change/current way seems acceptable
§ Fear of the unknown
§ Fear of failure
§ Fear of obsolescence – esp with technology
§ Resent forced change
§ Personality conflict – resisting a change because of interpersonal issues
§ Bad timing
§ This change is actually a bad idea
§ Fear loss of power
o Overcoming Change
§ 1. Involve those affected by change in planning and implementing.
· Gets buy-in
· Be upfront that they are not steering
§ 2. Thoroughly explain the need for the change
· And listen during the conversation
§ 3. Allow for a learning curve
§ 4. Implement change in phases
§ 5. Be supportive
------------------------------
James Pawlowicz
Humane Rescue Alliance
------------------------------
Original Message:
Sent: 09-08-2025 09:42 AM
From: Anonymous Member
Subject: The Concept of Change Management
This message was posted by a user wishing to remain anonymous
Hi there,
I've been at my current shelter for almost 9 months now. I've practically rebuilt the Foster and Volunteer Program from scratch and have gotten many new people in the building. However, I feel that some of the changes I've wanted to implement in our shelter is met with resistance from upper management. One of my managers mentioned that it's just very difficult for some management to accept new concepts and change. I've heard of a concept called "change management" and I want to hear if other people have used strategies of change management, and if so, what works? I want people to be receptive of these changes, rather than feel negatively towards it.
Thanks!
#OrganizationalManagement
-------------------------------------------