'You don't even know what change management is'
Shame on you, you alleged IT hack
FoTW A reader isn't impressed with El Reg making fun of the job that requires applicants to be "responsible for shaping and managing the execution of the change ambition". It surfaced in this story, about how the BBC's Digital Media Initiative cost £38.2m, instead of making savings, and how it managed to be 21 months behind schedule after only 24 months.
(Figures we're quite in awe of, here at El Reg. Aren't you?)
"In this case the BBC is seeking to fill this temporary position with a senior manager with broad and extensive knowledge of implementing change programmes in large and complex organisations to successfully deliver a change programme as part of the Digital Media Initiative."
That clears things up nicely.
It's not the BBC's fault that you (an alleged IT writer) apparently don't know what change management is.
(Email because you're too chicken to have a comments section, Mr Orlowski)
Quite correct, David. I know what plain old "management" is, and it has involved dealing with "change" ever since the earliest family businesses were formed thousands of years ago. So I neither know what "change management" is, nor do I care.
Before you correct me, dear readers, let's look at the pretty picture for a moment.
What I suspect is that "change management" is really a bit of social climbing - an administrative function trying to sound like an executive one. This is what was behind much of the Web 2.0 blather, too. Large companies (such as newspapers, for example) deferred to their technicians to produce the innovation and strategy - only to find they had over-promoted a cadre of bureaucrats. It's just a theory.®
Wow A comment section on an AO Article!
Thanks! One can only hope that this is the start of something new rather than a 'flash in the pan' episode.
Managing Change in an Organisation is a whole lot different to normal management.
Managing Change often involves changing the culture, ethics and just about everything in an organisation in order to meet the objectives of the change.
If you go at this like a Bull in a China Shop then you will most likely piss a whole lot of people off and if you go too far they will quit.
Obviously, this might be an undisclosed objective of the change but you do risk having the few talented people you might have being the first out of the door leaving the dregs behind. This is a risk.
Another risk that you have to face these days is Employment Tribunals and Constructive Dismissal cases by the shed load.
Experienced Change Manager will be very clued up on what is legal and what is not. General Managers IMHO are in the main totally ignorant about this area of employment law.
Then you have notice periods. How many managers would try to enforce them? All that a savvy employee has to do is say.. 'I'm going to work for your biggest competitor' and you will most liekly show them the door. All this stuff has to be considered by these Change Managers.
No, I'm not one. I have however been on the end of 'Downsizing', 'Rightsizing' or whatever you deem to call it.
I've got me coat on already. Infact, I didn't take it off.
I refuse to enoble a simple forum post!
Pretty poor FOTW TBH...
Very little by way of pointless capitalisation. No random swearing or name calling. Actually makes a good fist of getting his POV across....
Yes, pretty poor effort I'm afraid.
If this is the best FoTW you're currently generating AO, may I suggest you try harder!
According to Wikipedia:
"Change management is a structured approach to shifting/transitioning individuals, teams, and organizations from a current state to a desired future state."
"As a multidisciplinary practice that has evolved as a result of scholarly research, Organizational Change Management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change."
Oh, my mistake. EFFECTIVE management.
I suspect it's a job title made necessary by increasing beaurocracy and ineffective middle management. Too many line-toeing directionless droids promoted into people-management positions with no clue as to how to progressively run a business, beyond following simple instructions like 'If employee is late, bellow until apology forthcoming.'
If an organisation decides there is a requirement for 'Change Management', I'd agree, but only in literal terms - they need to change their management.