Tips - Change Management

Change management is a structured approach to change in individuals or organization to achieve a smooth and efficient transition from the current state to a desired state. From an individual perspective, the need for change may be in the area of behavior. From a business perspective, the change may be a new business procedure or policy and/or the adoption of new technology. But managers today are facing a flood of continuous, overlapping, and accelerating change that has turned their organizations upside down and managing people through that kind of change requires effective communication and leadership strategies.

Here are some tips on managing people through change:

TIP No. 1: Resistance to change: Recognize that change happens only through people. The emotional effects of change need to be considered and understood by all involved in the change process. Understanding resistance and working with it is key. Take the long view; realize that change takes time and should not be forced to occur too quickly.

Tips - Change Management

TIP No. 2: Give people a stabilizing foundation: Here leader plays a very critical role to create stability through constant reinterpretation of the past, present activities and vision for the future

TIP No. 3: Change is constant: Educate the people that change really is the only constant. Make people understand that solidity has a shorter life span and we should focus on getting ready for the next transformation.

TIP No. 4: Champion Information access & knowledge sharing: Keep people informed all the time; Keeping the lines of communication open as required.

TIP No. 5: Speak with one voice: Employees need to hear a consistent message, even if it's bad news. Stick to the freezed script, and don't say "I don't know" when the real answer is "I know, but I'm not allowed to say."

TIP No. 6: Encourage feedback: Create forums where staffers can ask questions and discuss their concerns. It's better to have discontent out in the open than festering in the cube farms.

TIP No. 7: Don't let knowledge walk away: You want your best employees to stay, even if their jobs don't. Smart companies offer in-placement services that make it easy for staffers to find other opportunities within the organization

TIP No. 8: Get the skills: If your managers don't have the necessary interpersonal skills, bring in an HR or change management consultant to help make the transition

TIP No. 9: Give up the Illusion of control: leaders need to loosen their grip in order to align the energies and talents of their teams and organizations around change initiatives. No one likes change that is mandated - but most of us react favorably to change if we are part of it. Make them feel like they have been involved in the decision making process and share the required power with others to encourage the implementation.

TIP No. 10 Encourage People to mingle: A true leader trait is to believe in the culture of self improvement and also guide his team to improve. Increased focus on relationships and networking would help to pick the best individuals to drive the required changes. Always try not to pick people whom you can map to self on behavioral aspects.

TIP No. 11: potential benefits and new opportunities the changes may bring: When we are planning to roll out certain changes, one of the best way is to start rolling out some sessions which would help first set of intended audience to digest and then they would help in spreading the same org wide with better conviction and clarity. This would help them in briefing out potential benefits and new opportunities the changes would bring.

TIP No. 12: Detail out a plan for the change implementation: Make plans, but hold your plans loosely. Plan should be adapted to change as needs change. Use systems approach to ensure that all aspects are considered while planning and implementing change.

TIP No. 13: Team approach: Use a team approach that involves many stake holders in the change process, Involve as many people as possible, communicate the essentials and respond to people needs.

TIP No. 14: Implementation dip: Be prepared for "implementation dip." note that things often get worse temporarily before improvement begins to appear.

TIP No. 15: Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.

Conclusion: By methodically working on the 15 Tips for effective change management, you can greatly increase your odds of rolling out a change successfully.

Tips - Change Management
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Srinivas Yellugani holds a Masters degree in computer applications and does have 10 yrs exp in IT industry. Green Belt certified and implemented six sigma in software. Worked on Technologies: Oracle, C++, and Java. Domain exposure: Banking, Utilities, GIS, Resources. He is in to project management and presales for the past 4 years.

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Authentication - First Layer of Security

Access Restrictions are vital for a Corporate Internet Gateway. Inadequate access restrictions can make your Internet proxy / gateway - vulnerable. Such open gateways, are silently and constantly - subject to abuse or misuse.

A huge variety of utilities and tools are available, that can exploit an HTTP proxy to attack, email or any other servers. However such attacks are quite easy to discover, for the victimized servers. But by then even a "hobby-hacker" could simply ruin the prestige of a corporate entity. Initially, such "hobby-hackers" may not have enough expertise or knowledge of such tools and techniques, but then - an able mind can learn almost anything, at the "Global University of the Internet"! Most ignorant enterprises learn about the implications of living with an open gateway rather late - when they receive the court-summons that accuses them of a cyber-crime. Most enterprises today have witnessed a growth in employee turnover. So the old-notions of social familiarity with the employees are quite a thing of the past, and simply cannot hold any value for the security administrators. A huge variety of utilities are today available, to crawl the Internet while you appear to be "normally working". Most of these utilities can connect to the Internet via even a proxy server, while some can even meet the "username / password" challenge, quite efficiently. Use of a "session-based-authentication" can help, but to a limited extent. The proxy server should be able to recognize an acceptable web-client like Internet Explorer, Netscape Navigator, FireFox etc. and differentiate them from other utilities that automatically crawl the Internet and download stuff like Music, Movies, Screen Savers, etc. Corporations, where the general I.T. awareness of the employees seems to be on the higher side, stronger policies are recommended. One of my personal favorites is appending a code to the user-agent string of the Internet Browsers. This can be achieved very easily, by using the Global Policy settings in an LDAP or ADS based environment. The codes should then be changed periodically and the proxy / gateway should allow only the Internet connections that are made by clients that bear valid codes.
In quite a few networks, it is quite difficult to configure the proxy settings of every individual user. Administrators of such networks prefer to set-up their proxy servers in the transparent mode. Transparent proxies generally cannot perform the process of user-authentication very efficiently. Transparent proxies are therefore most vulnerable to exploitation by these viruses, worms and Trojans. Automatic crawling and downloading undesirable content from the Internet, is a common activity of the newer varieties of these pests. In a large and centrally managed network, Automatic Proxy Detection feature of the newer generation browsers, is a better alternative to transparent proxying. For any reason, if this too cannot be employed, and transparent proxying seems to be the only option, then this proxy server should simply forward all requests to another proxy server, which should then carry out the challenge for authentication.
Logs are extremely important for the managing the security, and identifying any violation of enterprise's rules. The logs should therefore contain enough data, and should be easily parsable to analyze and identify the source and content of Internet traffic. The logs should contain the user's identity, such that the identity can be established beyond doubt, and any reason for ambiguity should be a result of the user's wanton violation of security, namely - sharing his or her identity. Parameters for access restrictions should be a combination of Network-IDs and username / passwords. It is vastly desirable to have a common user identity authentication database. Various applications can subsequently share this database, so that the users do not have to manage a number of identities, unique for each of the applications they seek to access like the Internet Gateway, email servers or any other networked resources. A proxy server should therefore ideally, just challenge the user's for establishing the identity and then verify the same from the central user authentication database. Locally caching the username/password can be very useful, in such enterprises; to avoid user's discomfort in the events of the network connectivity between the proxy servers becomes slow or temporarily unavailable.

Smaller networks that do not have any such database could be served from a user identity database that could be maintained within the configuration files of a proxy server.

Authentication - First Layer of Security

A proxy server that allows creation of user-groups can be very useful if the policies are group-wide.

Authentication - First Layer of Security
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Manish Kochar is the founder CEO of Office Efficiencies India Private Limited (OEIPL). Under his guidance, OEIPL has developed a number of security products like CxProtect, an anti virus solution for Linux based Email servers; and SafeSquid (http://www.safesquid.com/), which is a Linux based Content Filtering Internet Proxy.

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Change Management - 4 Steps to Effectively Manage Change

The most important ingredients to successfully manage change in an organization are: executive sponsorship, effective communication, and accountability. All of these are direct responsibilities of management. Thus, unsuccessful change initiatives are most frequently caused by poor management performance.

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It's relatively easy to blame the stubborn grunt workers on the front lines for digging in their heels and resisting change. Much attention is placed on effectively dealing with their emotional response to change. While that is certainly important, it's really the managers that require much more of the focus. If they are not on board, there is no chance that the individual performers will be.

Managers have their reasons for resisting change. After all, they are people too. They are uncomfortable with change. Most are strong willed as well and are very confident that proposed changes will be either ineffective or simply won't work at all. Furthermore, there is frequently not a high degree of trust among management. Change initiatives have been unsuccessful so many times in the past, and no one has been held accountable. As a result, managers just play along, wait until the winds of change blow over, and see where the dust settles.

Change Management - 4 Steps to Effectively Manage Change

It's not so much the overt expression of dissatisfaction, rather, a subtle remark or reaction, an inability to articulate the reasons for the change, or simply ignoring a proposed change that can have a huge negative impact on team members and quickly torpedo an initiative. If managers throughout the organization are not engaged, they will not do what is necessary to get their direct reports engaged.

So, what is the solution?

1) Upper management needs to solicit input on the proposed change from managers and they in turn must do so from the other employees. Those that disagree with aspects of the approach should not be beaten down for expressing valid concerns. Rather, input should be considered and adjustments should be made as appropriate. Managers and individual performers must be part of the solution.

2) Upper management must make the change a priority and reflect it with their actions. We've all heard about the importance of executive sponsorship. Executives need to consistently put their money, words, and actions where their mouths are. When change is on the horizon there must be adequate resources (dollars and people) to effect the change. Too often attempts to cut corners sabotage the change from the start. For instance, tapping a manager with a full time job to project manage a large initiative in his/her spare time is a recipe for disaster. Buying everyone a copy of Who Moved My Cheese and then slinking away into the executive suite won't do the trick either.

3) Communicate, Communicate, Communicate. It is so critical. Open and honest two-way communication must occur early and often. Expectations must be clearly set. Everyone involved must be aware of the change, why it's being done, who is impacted and how, what the roles and responsibilities are, etc. The message must continually be reinforced throughout the organization by the multiple levels of management. Feedback must consistently be sought and acted upon. Measurable desired results must be spelled out at each level of the organization to include repercussions for not achieving the results.

4) Plans must be put in place (with contribution from team members) to achieve the desired results. Progress must be reported, and those involved must be held accountable for the results.

With the above in place, the majority of managers will be won over, and they in turn will do their part to gain the support of the rest of the employees. The result will be the successful implementation of change initiative number one. With each subsequent win, trust will grow, change will come easier, and the many benefits of innovation will follow.

Change Management - 4 Steps to Effectively Manage Change

Nick McCormick is a Principal with Be Good Ventures, LLC. Would you like to improve your management performance? Go to http://BeGoodVentures.com/ to download a FREE file containing 5"x7" training cards based on Nick's book Lead Well and Prosper: 15 Successful Strategies for Becoming a Good Manager. Act on some of the tips today! Be Good!

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