On the dimensions of change management. Originally presented June 1994.

1. Next Practice Research Initiative http:// npri.wikispaces.com Change Management

3. Motivation Change is a process affecting people and organizations using technologies. The Process of Change How does change happen? How can the participants engage creatively and positively with change? The Purpose of Change What are the requirements for change? Where do these requirements come from? How can they be managed? The Material of Change What are the components of effective change? How can they be assembled? The Form of Change Understanding change. What kinds of change are there? How can new forms of change be created?

5. Notions of (demanding) change A hybrid of the first two notions - in which certain paths are "downhill" and others are "uphill". Navigating a complex space, where each place or state gives you access to certain other places or states, and visibility of some further places or states not directly accessible. Going from a current state (AS-IS) to a desired state (TO-BE) – immediately, in a series of linear steps, or in a roundabout fashion. This leads to a hedonic approach to change, which also includes notions of pleasure and resistance . change as landscape This is a topological way of conceiving change. change as maze This is a programmatic notion of change. change as path

15. The Process of Change We can understand change in terms of shifting structures of energy, power, knowledge and truth. Truth is what lies underneath change. Each change reveals some aspects of the truth, and conceals others. (As with the carpet in a furnished apartment: you can move the furniture around, but you can never see all the carpet at the same time.) Each newly uncovered truth releases new energies for another cycle of change. Knowledge is what guides and structures change. This knowledge will often be packaged as recipes or procedures or general schemata, in which case it verges on the technological. Includes ‘know-how’ (i.e. skills) as well as ‘know-that’ (information). Power is what masters and controls change. Some of this power and authority may be vested in formal management structures, but some of it may be dispersed through the organization and its environment. Energy is what drives and motivates change. There are various sources of energy, in both positive and negative forms.