G Executing change activity without creating supporting deliverables: the result is an environment which does not provide the supporting infrastructure for change. For example, cultural change programmes which fail because HR systems are not modified to reflect the desired new behaviours to be rewarded. The goals of change management There are various ways of implementing change depending on the type of change, and a huge diversity of organisational forms and contexts. This is reflected in variations in change management approaches and terminology. Differences in approach and language also reflect management fads. However, irrespective of the type of change and the way change management is described, there are common features to all approaches. Essentially, change management seeks to: G understand the change and the associated implementation risk for the organisation implement the desired change achieve performance improvements, whether tangible or intangible have a rapid (as practical) completion of the transition from current to future state minimise operational disruption whilst making change, and minimise the duration and depth of any decline in performance following the change sustain the change over the longer term (following any change initiative or project completion). G G G G G Whilst it is not solely an objective of change management, one extra should be added to this list, and that is learning from change. Change is an inherent and ever-present feature of most organisations, and those that deal with change best are the ones who continually enhance their change management skills. Achieving change So far, I have shown the many interwoven themes defining what change man- agement is, all of which need to be considered by the executive. This section consolidates all the themes into one short set of ideal outcomes from a change initiative. Change management attempts to ensure these ideal outcomes are achieved, and while such ideals are not always achieved they provide a good basis to aim for: 12 CHANGE MANAGEMENT