Change Management vs Change Control

Summary

In this video, Rajiv Khanna, with over 25 years of experience in managing programs and projects, explains the difference between change management and change control. Change management focuses on the human side of transitioning from old to new ways of working, assessing readiness and preparing staff for change. Change control, on the other hand, deals with scope changes, such as evaluating and approving or rejecting requests for change. Khanna uses the example of a cake order to illustrate how change control assesses time, cost, benefits, and risks associated with change requests, while change management ensures a smooth transition and engagement with stakeholders.

Takeaways

• 😀 Change control and change management are two distinct concepts, with change control focusing on managing changes to project scope, and change management addressing the human side of transitioning to new ways of working.
• 💼 Change management involves four key areas: change and the individual, change in the organization, stakeholder engagement, and change management practices.
• 📊 Outputs in a traditional change initiative refer to tangible deliverables, such as new procedures, systems, or working environments.
• 🔄 Change control deals with handling requests for change (RFC), where new changes are proposed, assessed, and either approved or rejected based on time, cost, benefits, and risks.
• 🤝 Change management focuses on helping individuals and organizations transition from the old way of working to the new, addressing psychological and behavioral adjustments.
• 📈 Benefits are measurable improvements delivered when transitioning from old processes to new solutions, such as increased efficiency from remote work or video consultations.
• 📋 A formal issue and change control procedure should be in place to review and assess changes to scope before implementing them.
• 🧠 The human side of change management, sometimes referred to as transition management, involves assessing readiness for change and preparing teams through communication and engagement.
• 🔧 The change management procedure focuses on preparing for and implementing the transition, ensuring that the organization is ready to adapt to the new way of working.
• ❌ Change control procedures involve evaluating scope changes like additional project requirements, while change management assesses organizational readiness for new operational methods.

Q & A

What is the main difference between change management and change control?

Change management deals with the people side of change, focusing on transitioning from the old way of working to the new. It involves preparing staff, assessing readiness for change, and managing the psychological aspects of change. Change control, on the other hand, is about managing changes in scope, assessing requests for change (RFCs) for time, cost, benefits, and risks, and deciding whether to approve or reject them.

What are the four key areas of the change management syllabus mentioned in the script?

The four key areas of the change management syllabus are: change and the individual, change in the organization, stakeholder engagement, and other change management practices.

What is the purpose of the video recording created by Rajiv Khanna?

The purpose of the video recording is to demonstrate the difference between change management and change control, and to assist colleagues in understanding these concepts for future change management training and the Praxis Framework training.

What is the significance of outputs in a traditional change initiative life cycle?

Outputs in a traditional change initiative life cycle refer to the physical, tangible things that are delivered, such as new procedures, computer systems, or new places to work. They represent the solutions that are implemented as a result of the change initiative.

Why is it important to have a formal change control procedure?

A formal change control procedure is important to manage requests for change in a controlled manner, ensuring that changes do not disrupt the project's normal cycle. It helps in reviewing, assessing, and deciding on the introduction of changes to the project scope.

What is the role of stakeholder engagement in change management?

Stakeholder engagement in change management is crucial for understanding the response to change, gauging whether stakeholders will accept the change, and preparing them for the transition from the old to the new way of working.

How does the script differentiate between change requests and change management?

The script differentiates by stating that change requests, which are part of change control, are assessed for time, cost, benefits, and risks. Change management, however, focuses on the people side, preparing staff for the transition and managing the psychological aspects of change.

What is the role of the issue and change control procedure in managing changes?

The issue and change control procedure is responsible for reviewing and assessing requests for change, determining the impact on time, cost, and benefits, and managing the risks associated with the change. It is a formal process that decides whether to approve or reject a change request.

What is an example given in the script to illustrate a request for change?

An example given in the script is changing the design of a cake from a two-tier, pink and orange cake to a three-tier, white cake due to additional guests and a preference for a more neutral color.

Why is it necessary to assess the current state before implementing a change?

Assessing the current state is necessary to determine if the organization is ready for change, considering factors like the number of ongoing changes and the capacity to handle additional changes without disrupting operations.

What is the main takeaway from the video regarding the difference between change control and change management?

The main takeaway is that change control deals with scope changes and managing requests for change, while change management focuses on the human side of change, preparing people for the transition to new ways of working, and ensuring the organization is ready for the change.