Change Management is always challenging with a high percentage of failure rate. Indeed, change is difficult. Some say, change is not a problem, the primary reason for change failure is resistance to change while the secondary reason is the inability of leaders to deal with resistance. The purpose of the book “Change Insight” is to:
-Dig deeper to analyze the psychology behind changes and handle problems and changes at the level of the mindset.
-Explore people-centric change management philosophy and practices.
-Differentiate change leadership and change management, orchestrate change at all level of the organization.
-Set Change Management principles to inform and support the way of managing change effectively.
-Build change as an ongoing capability, not just a one-time business initiative.
-Analyze the potential change pitfalls and roadblocks on the change journey.
-Make objective change assessment and measurement from the multidimensional lens.
And ultimately build high-mature organizations with changeability to fuel the digital transformation.
Change as an Ongoing Capability to Fuel Digital
The Author of “Digital Master” Book Series (9
Book & “Future of CIO” Blog
Title: Change Insight
Sub Title: Change as an Ongoing Capability to
Fuel Digital Transformation
About “Change Insight”
Summary Change is inevitable, you can’t step into the same river
twice. The purpose of the book “Change Insight” is to:
● Dig deeper to analyze the psychology behind changes and handle
problems and changes at the level of the mindset.
● Explore people-centric change management philosophy and practices.
● Differentiate change leadership and change management, orchestrate
change at all level of the organization.
● Set Change Management principles to inform and support the way of
managing change effectively.
● Build change as an ongoing capability, not just a one-time business
● Analyze the potential change pitfalls and roadblocks on the change
● Make objective change assessment and measurement from
● And ultimately build high-mature organizations with changeability to fuel
the digital transformation.
Chapter 1 The Psychology behind Changes
People respond in different ways to different
situations, and some people perceive less risk
when compared with others. The fear of
consequences; the perception / response to
consequences vary from person to person, and
that's what makes change interesting and
challenging. Hence, change practitioners need
to have good critical thinking skills, high level
of adaptability, communication and
Chapter 2 People-Centric Change Management
Digital is the age of people. The human
element of change entails a people-centric
approach to management style.
People are the center of any Change
Management, and people are also the
weakest link in any change effort as well.
Explore people-centric change management
philosophy and practices via “5W+1H”
Chapter 3 Change Leadership
Fundamentally leadership is about change
and influencing people to change.
Leadership is the capacity to influence
others through inspiration, motivated by a
passion, generated by a vision, birthed by a
conviction of a sense of purpose of why you
Leadership is moving you and others, and it
is about change and evolving to what is
needed next, the value-driven performance.
Chapter 4 Change Principles
Change is not for its own sake, it is an ongoing
business capability to execute the strategy and
compete for the future.
Change Management principles are general rules
and guidelines, intended to be enduring.
The style of the principle should be short and
recognizable.The motivation describes "why" the
principle is important to achieving the change
strategy and goals.
Chapter 5 Change as an Ongoing Capaibility
Change is a volatile subject, just like change
itself. Everything changes continuously by
following the laws of evolution, and the rate of
change is accelerated. Corporate change can be
a simple modification of strategy, a business
process improvement, a technology update, or a
more radical digital transformation.
Either at the individual or an organizational level,
change is a one-time project at the static
industrial age; but change has to become an
ongoing capability at the digital era.
Chapter 6 The Pitfalls of Change Management
Change is inevitable, and the speed of change
is increasing. How capable the business is
handling change would directly impact on the
business competency. Organizations today are
more dynamic than ever, there are Big ’C’
changes such as digital transformation,
merging organizations with overlapping or
duplicate functions, and little ‘c’ changes such
as implementing a new software tool,
reorganizing a department, improving a new
process to do things more efficiently.
Chapter 7 Change Assessment & Measurement
Change is inevitable, and the speed of change is
accelerating! For digital organizations today,
Change Management is an ongoing capability,
not just a one-time initiative.
Measuring is a good starting point to change. A
change manager needs to assess business
“changeability” and evaluate every specific
scenario to create the change program success.
Chapter 8 Build High Mature Organizations
An organization or company may be in
business for many years, but has not matured
its management practices and disciplines.
Digital makes a profound impact from a
specific function to the business as a whole,
the purpose of such radical digitalization is to
make a significant difference in the overall
levels of customer delight and achieve high
performing business result, to ultimately build
a high mature digital organization.
Change is the voyage to discover
the new scenes.
Manage Change from Mindset