© 2017 by Service Management Specialists PTY Ltd

How to Align Organisational Roles with IT Change Management Process Roles - 4 Key Considerations

 

If your title is not ‘Change Manager’ it’s often not easy to understand how your organisational role (title) supports the IT Change Management Process.  The default position for most - is to simply represent our organisational role (and related hirachy) - and while a informal best efforts approach need to be commended this murkiness can often lead to unclear responsibilities, mis understandings and in some cases conflict. 

 

In todays IT landscape we are expected to know more, do more and drive more productive ways of working.  This requires a broader set of skills and more adaptable approach to how we undertake our work.  In consideration to the IT Change Management Process many organisations are simply not scaled (or cannot justify) the need for full-time Change Management Process resources, and therefore require people across all IT domains to abide by the Change Management Policy and Process.   

 

Understanding how organisational roles and IT Change Management Process roles align provides a level of clarity and accountability while ensuring people can combine their responsibilities with confidence.  Establishing clear role alignment ensures:

  • An organisation is best positioned to deliver to the goals and objectives of the Change Management Process.

  • Clear scope and BAU role expectations are clearly defined.

  • Measuring and managing performance can be formed with an objective basis

  • Clear role responsibilities and accountability are defined.

  • Collaborative behaviours are supported by providing a framework and boundaries to work within.

 

So how can you establish this clarity within your organisation? Here are 4 Points for consideration that will help you to aligning your Organisational Roles with your IT Change Management Process Roles.

 

1. Firstly you must focus on establishing formal IT Change Management Process roles and defining a desired outcome for each role.

 

as an example: A ‘Change Requestor’ role ‘is responsible for initiating a need for a Change’,  the outcome of this role ‘is that a Change is formally raised and considered via the Change Management Process’.  Both the role and outcome must be clear.

 

2. Now that you have defined the appropriate roles within the IT Change Management Process - you now need to look across your Change Management Stakeholder Community (the people who participate within your IT Change Management Process) to ascertain what role is each stakeholder performing?  In some situations depending on the scale of your organisation, a stakeholder with a single organisational role may play more than 1 Change Management Process Role which is fine - however the focus here is not so much on the organisational role but more on the Change Management Process Role they are ‘performing’.  You may wish to pilot this discreetly for a few weeks to test out the various roles being performed.  

 

3. Prepare and present your formal IT Change Management role definitions and outcomes to the Change Management community.  Have an open conversation with your Change Management stakeholders, encourage and empower the Change community to moderate the alignment by themselves by asking and encouraging them to ask - who is performing the role of?…. the Change requestor here?, who is performing the role of …….the Change Implementor?…….Change tester? etc…

 

4. As your Change community starts to adapt to more formal IT Change Management Process roles - it will soon become clear what typical organisational roles align to specific Change Management roles. It’s then up to each stakeholder to work with their managers and leaders to manage their accountabilities and include the various Change Management Role responsibilities within their organisation role. 

 

Facilitating the alignment between Orgainsation and IT Change Management Process roles can take time, so make sure you are well supported and sponsored as you embark on driving clarity.   Get the balance right and not only will your Change Management Process become more credible but you will also find that objective setting and performance reviews will become easier and more meaningful.

 

So there you have it, 4 simple insights to help you align your organisational roles with your ITChange Management Process roles, 

 

If you have strategies or questions on aligning Organisational roles with IT Change Management Process roles - I’d love to hear it, drop me an email or tell me about it in the comments below.

 

 

Kirk.

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