Managing the Change Process: A Field Book for Change Agents, Team Leaders, and Reengineering Managers (Hardcover)

~ David Carr (Author), Kelvin Hard (Author) "John Adams wrote these words a year after the "shot heard round the world" at the Battle of Concord, Massachusetts, the spark that lilt the..." (more)
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Editorial Reviews

Product Description

Here are the practical, proactive tools managers need to get a handle on today's best change management strategies and ensure the success of their business improvement and turnaround efforts. Each of the change management strategies spelled out in this guide is firmly grounded in the extensive experience of Coopers & Lybrand, a Big 6 consulting firm with a dedicated change mangement practice. Each one has been company-tested in such organizations as Agway, New York Life, Prudential Direct, and the Office of Naval Intelligence. The result? Comprehensive analysis of the global changes confronting today's business leaders. Plus proven strategies for managing major change, creating an organizational culture conductive to change, and leading change effectively.

About the Author

McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide

McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide

Product Details

• Hardcover: 272 pages
• Publisher: McGraw-Hill; 1 edition (October 1, 1995)
• Language: English
• ISBN-10: 0070129444
• ISBN-13: 978-0070129443
• Product Dimensions: 9 x 6.1 x 0.9 inches
• Shipping Weight: 1.2 pounds (View shipping rates and policies)
• Average Customer Review: 4.3 out of 5 stars  See all reviews (3 customer reviews)
• Amazon.com Sales Rank: #573,865 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

7 of 8 people found the following review helpful:

5.0 out of 5 stars A useful, handy & concise reference book., December 18, 2000

By	kamal kant (Singapore) - See all my reviews

A very useful book especially if you are a change agent within your corporation. In relatively short and sharp chapters, the three authors address key issues in managing change. The underlying theme that change is all about people comes out relatively clearly. Though the book is based on much of Coopers & Lybrand's approach to change management, the first six chapters are fairly generic. By learning from the Coopers & Lybrand's experiences , you can craft your appropriate change strategy for your particular situation and circumstances. Recommended reading for all those involved in managing change and transition at the workplace.

4.0 out of 5 stars A Bit Dated, but Still Useful, September 18, 2007

By	J. M Heumann (Houston, TX United States) - See all my reviews (REAL NAME)

I wouldn't really call this a "field book," but it is certainly a good account of organization change management. It comes out of the mid-90s, so its orientation is toward the learning organization (Senge) and business process reengineering (Hammer and Champy). An update would doubtless align itself behind Balanced Scorecard (Kaplan and Norton). If you have any background at all in strategic planning or workflow analysis, you will find the basic concepts familiar and usefully applied.

The core observations make sense:

* Change is an ongoing reality of the modern enterprise, and so is change management.

* Change management must involve both the technical side and the people side of the organization.

* Managing change starts with planning, but planning isn't sufficient, so don't get bogged down.

* The leaders of change are the leaders of the organization: top management. Of course, they must commit to the change, but, more importantly, they must show their commitment in their behavior. They must be the managers that they need to be if the change is to be successful, and they must actively involve themselves in selling the change to the troops.

* Change management must incorporate metrics, especially on the people side, so you can know if you're making progress.

Etc. There are lots of lists that can usefully be turned into checklists, and there is an appendix of excerpts from interviews with change leaders.

The negatives aren't really serious. The C&L methodology is so general as to be either obvious or useless, depending on your point of view. C&L doesn't share its tools, but it does name them, so you should be able to find some that are functionally comparable.

In sum, this is a good starting point for building a change management function and/or understanding your role in the process.

5 of 18 people found the following review helpful:

4.0 out of 5 stars An important contribution, April 3, 2000

By A Customer

An important contribution to a critical subject. Change management consulting often suffers from "hack" approaches. Whether change can in fact be managed is another issue.