Change has became an ordinary part of todayââ?¬â?¢s business world. However, organizations\r\nrunning transformation activities are often confronted by a lot of challenges. Studies of change\r\nor transformation execution show that 60 ââ?¬â?? 70 per cent of intended changes were either not\r\ndelivered on time, budget or of the required quality. These studies also state the likely causes of\r\na such failure as: an insufficient understanding of the organizationââ?¬â?¢s current situation or the\r\nimpacts of the change, the change team is lacking the necessary capabilities, and the change is\r\nnot supported enough by the organization. In my recent research, I suggested utilizing the\r\nmethods of Enterprise Architecture to improve the approach to change. On the basis of the\r\nsubsequent study, I recommend focusing on the social and human factors of the change. By\r\nsocial and human factors, I mean the people engaged with or impacted by the change, their\r\ncapabilities and behavior, their way of communication and culture. These are critical factors for\r\na successful change. This paper offers a framework that enriches the standard approach of\r\nEnterprise Architecture by including social and human factors.
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