is a constant. It always is occurring and organizations
that understand, embrace and prepare for change are more
likely to have a competitive advantage.
of the desired outcomes of strategic planning is the decision
to change how an organization operates. This change may
be straightforward, such as pursuing a new market, or be
complex, such as changing the organization's culture to
be more innovative. Creating a plan for managing the transition
is how the organization is able to quickly integrate the
strategic initiative into its operations.
are two elements of successful change initiatives: managing
processes and managing people.
a process perspective change management means defining changes
in how activities are conducted. As part of that assessment
necessary resources, capabilities and skill gaps are identified
the people side change management means guiding individuals
to embrace the change. Behavioral sciences tell us that
individuals transition through stages of change. Faced with
change people initially resist, then accept, then commit
to change. Individuals have varying tolerance for change
depending upon their experiences, their personality and
the organization's culture. We see a variety of reactions
to strategic initiatives: some workers are immediately accepting,
while others seem to resist every step of the way, and still
others never do commit. On a macro scale we can take actions
to facilitate organizational acceptance and we can implement
actions to enhance individual commitment.
change starts with identifying process and capabilities
changes. It is successful when the stages of a transition
are understood; when the stages that individuals, work units
and the overall organization are in are revealed by behavior;
and when actions are taken to move individuals - and the
organization - through the identified stages of change so
that they arrive at a place of commitment.
us to help you manage the changes you desire for your