The Human Side of Change : A Practical Guide to Organization Redesign (Jossey Bass Business and Management Series)

Rating:
Summary: Pithy, Practical Guide to Mapping Change
Review: This book is short and to the point. Proceding from the perception of a need to change, it directs the reader through myriads of questions and processes to be able to direct an organization through change.

Galpin points out repeatedly that change is a process that takes a period of time to institute. The model of change proposed is a nine spoked wheel outlining clearly the organizational steps required to proceed through the process. Appendix A and B are lists of questions that need to be addressed in this steps of the change process.

Most useful are the eight topics relevant to change. There is a chapter devoted to each topic. The topics are teams, communications, culture, leadership, goal setting, performance measurement, coaching and rewards.

One of the most important concepts in this book is related to the idea that change cannot occur without changing the culture of the organization. Ten areas of organizational culture are identified. The change agent is encouraged to analyze each area of the culture and change all possible relevant aspects of the culture in order to support the proposed change.

Communication is also stressed. In order to involve all the organizational players, there needs to be communication to and from each person. Ongoing methods of distribution of information and acquiring feedback need to be implemented. It is not enough to passively submit to listening to feedback. Specific feedback needs to be sought.

This reviewer appreciated the pithy, pointed format of this book. Other individuals who have also read this book, told this reviewer that they think this book should be required reading for the healthcare industry. However, the book invites further discovery in the topic of change.

Rating:
Summary: Pithy, Practical Guide to Mapping Change
Review: This book is short and to the point. Proceding from the perception of a need to change, it directs the reader through myriads of questions and processes to be able to direct an organization through change.

Galpin points out repeatedly that change is a process that takes a period of time to institute. The model of change proposed is a nine spoked wheel outlining clearly the organizational steps required to proceed through the process. Appendix A and B are lists of questions that need to be addressed in this steps of the change process.

Most useful are the eight topics relevant to change. There is a chapter devoted to each topic. The topics are teams, communications, culture, leadership, goal setting, performance measurement, coaching and rewards.

One of the most important concepts in this book is related to the idea that change cannot occur without changing the culture of the organization. Ten areas of organizational culture are identified. The change agent is encouraged to analyze each area of the culture and change all possible relevant aspects of the culture in order to support the proposed change.

Communication is also stressed. In order to involve all the organizational players, there needs to be communication to and from each person. Ongoing methods of distribution of information and acquiring feedback need to be implemented. It is not enough to passively submit to listening to feedback. Specific feedback needs to be sought.

This reviewer appreciated the pithy, pointed format of this book. Other individuals who have also read this book, told this reviewer that they think this book should be required reading for the healthcare industry. However, the book invites further discovery in the topic of change.

Rating:
Summary: a book for all seasons
Review: Timothy Galpin has written a book that is appropriate for the manager of a small independant organization or the CEO of a multinational corporation. What Galpin points out is that in order for change to work, it must be done with the human element in mind. He emphasizes discipline and honesty as essential attributes and the tool kits at the end of the text are well formulated and organized.

Rating:
Summary: untrustworthy
Review: untrustworthy is the term that comes to mind to describe this piece of literature and its author. There really isn't anything "human" about the "change " galpin advocates in reality. In fact after hearing the man speak, one can only get the "whats in it for me" philosophy. Secrecy, abandonment of ethics and morals comes to mind when reviewing the work and the man. Deeply disappointed.

Rating:
Summary: untrustworthy
Review: untrustworthy is the term that comes to mind to describe this piece of literature and its author. There really isn't anything "human" about the "change " galpin advocates in reality. In fact after hearing the man speak, one can only get the "whats in it for me" philosophy. Secrecy, abandonment of ethics and morals comes to mind when reviewing the work and the man. Deeply disappointed.