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Content Category Change Management| Change Management (12 items) |
Friday 20 March 2009 / hrinfo    |
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| From Wikipedia, the free encyclopedia Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. The current definition of Change Management includes both organizational change management processes and individual change management models, which together are used to manage the people side of change. [read more] |
| Business Change a Lengthy Process |
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| In my previous column, I suggested that an important part of the change process was to create a sense of urgency throughout the organization. At this point in the change process many organizations jump right into the action phase. However, there is a very important step to take prior to taking action. The step to which I am referring is the [read more] |
| Business Needs a Vision |
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| One more time, let's talk about change. Only this time we are going to talk about the development of a clear and compelling vision of the change and the strategy needed to successfully implement the change. When we talk of vision, many managers and leaders simply roll their eyes and mumble, "here comes that vision thing again! If you are one [read more] |
| Change Is Not About How, It’s About Who |
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| Change is a process that is little understood by most leaders. This column will shed some light on how the change process works and what can be done to increase the probability that change can be successfully implemented in your organization. To say the world is changing is almost a redundant statement. The world is changing and most organizations are trying hard [read more] |
| Communicating change - the essentials |
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| The path for organisations undergoing change is a lot smoother if they get their internal communication processes right. People become less motivated when they are faced with uncertainty-not knowing what is happening and why. In the extreme, a lack of information and feeling of insecurity can take away the natural energy and drive to succeed. Take the case of James, who became [read more] |
| Corporate Change a Process Not an Event |
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| "If you want to truly understand something, try to change it." - Kurt Lewin It is a sad fact that nearly 80 per cent of all major change initiatives fail. Research into the cause point to people not accepting and adopting change as the single greatest obstacle to success. In 1932, Kurt Lewin, a renowned academic who fled Nazi Germany, proposed a host of [read more] |
| Culture: A Driving Force in Successful Mergers |
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| "The reason behind our merger talks is a strong and abiding belief that the synergies to be derived will ultimately benefit our shareholders, our customers and our employees" - CEO A strong and abiding belief is always a good way to start a merger. However, experience has shown that mergers often encounter difficulties in achieving the much sought after "synergies" that gave [read more] |
| Leaders, teamwork needed for change |
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| I have discussed the need to understand why a change is necessary for the survival and growth of the organization. I also looked at the need to make a careful diagnosis of the external and internal environment to look for reasons to make a change and then to make a good plan. Now, I want to talk about enlisting others to [read more] |
| People In Charge of Change Have To Have Real Power |
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| John Kotter is a brilliant organizational behaviour theorist at Harvard University. He has managed to capture the process of changing an organization in a way that is both sensible and easy to understand. While changing the way things are done is a difficult task for many, it can be made easier by following a proven model. Kotter's eight-stage model is [read more] |
| People In Charge of Change Have To Have Real Power |
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| John Kotter is a brilliant organizational behaviour theorist at Harvard University. He has managed to capture the process of changing an organization in a way that is both sensible and easy to understand. While changing the way things are done is a difficult task for many, it can be made easier by following a proven model. Kotter's eight-stage model is [read more] |
| Sense of urgency can help with change |
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| In the process of planning and implementing a major change in your organization, you have to prepare the staff for change. The first step in the change process is to create an understanding of the need for change. Once that understanding has been firmly established, the next step is to gather together a core change team, a team made up [read more] |
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