Can an organisation nowadays – faced with the inevitability of short-lived episodes of leadership – avoid the potential damage left behind, following the departure of the creator and champion of a partially executed new strategy?
How can a sluggish, deteriorating business safely appoint – and follow the advice of – a short-term strategist, without jeopardising their long-term success?
Applying the elements of change management to your New Year’s resolution can help you be more successful in reaching your goal. Remember, all change is personal change, and the essential elements of organizational change management are rooted in the study of how individuals move through change. So whether you have never made a New Year’s […]
A preponderance of managers and supervisors are overly familiar with long sighs and disheartened groans from their employees when they introduce yet another organizational change or a new initiative
So critical to a company’s performance is its Operating Dynamic, its Will to Compete, that Improving it by just 20% improves the bottom line by 42%, comparable to a capital investment of 70%. Yet, it is never measured in a due-diligence.
Change Management, in capital letters, seems to have become a goal in and of itself, rather than a means for achieving other goals. People can get so preoccupied with “Doing Change Management” that they have become distracted from the real goals.
Implementation is where the rubber meets the road. Implementing change requires strong leadership and perseverance to make it happen. When implementing any major change, it is important to understand the following roles, and these seven important aspects of the project plan.
The critical message for us as managers is that when we have to bring about changes in the behaviour of others at work (or at home for that matter) we need to be actively conscious that subconsciously our team’s mirror neurons are watching us for information about how to behave.
Without strong vision, strategy and discipline, the low hanging fruit will keep you busy for a long, long time, leaving strategic issues to languish. Accelerate progress toward your vision by pursuing the strategic over the easy.
Do your employees like change? When I ask this question of participants in my people management workshops, the answer is almost overwhelmingly no. But when I ask part two of the question: do YOU like change – the answer is usually overwhelmingly yes! Isn’t that curious? What happens when you become the boss? Do you […]