Best of PM 2 go

Projektmanagement wird ein zunehmend wichtigerer Erfolgsfaktor fr Unternehmen im Wettbewerb. In dieser Ausgabe von PM 2 go lesen Sie die besten Kurzartikel aus dem Blog Unlocking Potential von Projekt Management Beratung. An organisation, particularly one consisting of knowledge workers, is a complex adaptive system (CAS): members must individually desire to change for any change to happen. If such desire exists, and sufficient resources are available to support the change process, then the proper change driver is in place to get individuals to spontaneously collaborate and self-organise. A bottomup collaborative path to change will then emerge and the current situation will start to evolve towards the desired one naturally, without being imposed. too little/too much upper management control over the nature and the details of path to change too little/too much resources allocated to a change endeavour too little/too much resistance to change too much/too little use of collaborative processes Changeboxing is a possible solution to accelerate necessary organisational change projects and make them succeed. It has been used successfully in real life organisational change projects. It is a process that is designed to take advantage of a CAS natural self-organisation, emergence and evolution properties in response to necessary change stimuli. Changeboxing increases the strength of change drivers, fosters collaborative, voluntary self-organisation and promotes the natural emergence and evolution of the best possible path to change. It supports emergence and speeds everything up, through the use of agile techniques like accelerating change benefits by timeboxing the delivery of change elements and using these elements as additional resources to evolve towards the desired situation, through tangible quick wins for all stakeholders. The solution is described step by step in The Official Changeboxing Cheat sheet. Successful organisational change projects, with better overall stakeholders ownership

And the winner of the contest competition is here: Claude Emond

By Andreas Heilwagen on December 5th, 2011

The contest competition, announced in the 1.000th posting two weeks ago has finished. Claude Emond has won in the category best new Scrum pattern with the ChangeBoxing pattern. My thanks go to Claude for this great contribution. Participation in the contest has been rather low which might be caused by my low posting rate during the last months and the either highly specialized postings (like scrum patterns) or posting more news than starting points for discussion. Another aspect might be that the blogosphere is changing and more and more interactivity is moving to social networks. Anyway, I will continue the patterns and add some spice again in the near future, e.g. more on topics like openPM. I might even take a more active role in social networks when issues like data privacy are addressed adequately. Cheers, Andreas

Forces

Solution

Scrum Pattern: ChangeBoxing

By Andreas Heilwagen on December 5th, 2011

Context

Problem

Modern turbulent, everchanging environments call for human organisations, be they for profit or not, to adapt to their environments and evolve with them in order to survive, grow and thrive in the long term. This is done through both planned and spontaneous organisational change projects. Most organisational change projects are ineffective because of a top-down-approach. Most organisational change projects are top down endeavours, in which upper management decides everything: the vision (why), the objectives (what and how much) as well as the exact path to follow to make these changes materialise (when, how and how fast). This top down approach seldom works because no specific organisational member can decide for any other individual when, how and how fast this other individual will change.

Resulting Context

and accelerated benefits materialisation. Note: This pattern has been contributed by Claude Emond .