John F. Kennedy once said that “Change is the law of life and those who look only to the past or present are certain to miss the future”. There is absolutely no doubt that he was right. Change happens all the time, and it is up to you to lead your organization towards it, and not from it. In the world of change management, we know that with great change comes great resistance, and as a leader, you must take the best approach in order to overcome it in the simplest way possible. These 19 articles and interviews, written by the best change management experts, discuss the challenges you may encounter before, during, and after change – and offer various solutions and strategies.
What is the difference between supervisory management and leadership? Many managers fail when they move into a leadership role because they don’t know how to shift those responsibilities into a leadership position. This article claims that one has to let go of many tasks makes successful thus far and focus on what your team can deliver, and how to navigate them to the right direction.
Setting the expectation that change is inevitable is the most important tip in this article, and every change manager should apply it in his or her work environment. If you’re making an announcement, and you know your employees will view it negatively, the worst thing you can do is try to convince them that it’s actually a great thing for them.
Change management is a dynamic sphere, and as it encourages change – it should be committed to changes as well. Organizations today must simultaneously deliver rapid results and sustainable growth in an increasingly competitive environment and this is where the digital change tools come in. Digitizing five areas in particular in your company can help make internal change efforts more effective and enduring. The first priority is to provide In-Work performance support and feedback.
In order to successfully manage change in organizations, it is important to consider the tangible impacts of change and the personal impacts to those affected in the organization. By recognizing the reasons for any sort of resistance to change, you can develop a better relationship with your employees or employers because you can understand each other, and also be more prepared to tackle the anti-change spirits in advance.
How do you start a change? This article claims that you need these two essential tools: clear vision and a clear strategy. Once you have these figured out, you can continue on your mission. Along the way, the most important focus, as many other change management experts claim, should be on the individual and the way that he or she cope with the change process.
This article compares the process of change in an organization to a video of a little girl breaking into a crazy dance in the middle of a wedding. Allison Todd claims that by rewarding risk-taking employees and creating a safe environment for them to step up as leaders, the organization can develop a better and much more adaptable culture, and therefore be more prepared to change.
Is there a connection between cats and change management? Well, there is now. These 5 cats can prepare us for the most common reactions to change and the right ways to deal with them. As funny as this cats are, keep in mind that these are probably the responses you’ll going to get when introducing change to your team.
According to surveys, nearly 90% of businesses now use social media for business purposes, and as you probably know, communication is a key factor in any successful Change Management strategy – so how come this article claims that social media is not a perfect tool for promoting change management projects?
Well, it’s complicated – but this text simplifies it for you, and gives you 12 social media sites that are built for organizations and employees and can definitely integrate social media in your change management projects in the most ideal way.
In this article, VOA’s Angie Lee outlines some strategies that can ease workplace transitions. Particularly, she pays close attention to the need to ease workers into a new environment. Whether this is with site tours, welcome packages, or through an internal website to ease transition concerns, Lee’s article offers solid strategies for change, while tackling one of every manager’s biggest challenges.
Business conditions change. Customers’ needs change. Business goals change. Workforce trends change. Keeping everything in the business the same — constant and uniform — is enterprise suicide. Problem is that usually, when we think of accelerating a process, we think of inconsistency and unstable results. But it is not always the case, at least if you ask Kate Nasser. In this blog post, she demonstrates how we can actually accelerate processes without damaging the results.
In this article, Susan Hanley talks about the importance of enterprise social networks (ESNs), which can help accelerate change. Problem is that getting people to transition to ESNs is a difficult task by itself. It is the combination of technology and organizational change that can truly help accelerate the change process. Thus, she provides 5 key foundational elements to help driving adoption, change, and overcoming barriers, including understanding your culture and clearly identifying the problems you’re facing.
Joyce Maroney’s article on robot dogs and change management is sure to leave an impact, especially due to the originality of the topic, and the point of view. She uses the robot dog as an example of change management principles and outlines some of the key principles in change management that we all need to understand.
Mike Lehr agrees about the aforementioned concept, though he talks about different numbers. According to a study he relays on, it requires only 5% to influence everyone. The important thing, as claimed, is that these 5%, who are the initiators, would not be just scattered around the organization, rather will be consolidated so they can support each other and become much more powerful and possess greater effect on the organizational change.
In this article, Howard Baldwin outlines just what is required of CIOs in order to master change management. Forget about the micro definition of change – Baldwin’s article takes a broader look at the macro, structured approach to change, by outlining the 8 best practices, including focusing on the individual, committing to the funds, and even understanding the science of change management.
Faith Forster offers here her take on the belief that “change cannot be managed.” She claims that trying to fit change management into a project plan is very simply a case of trying to put a round peg into a square hole. While making her claim, she offers some emerging concepts and impressive insights from thought leaders in the industry, in order to emphasize the importance of leadership in the change process.
The “human issues” in change management process will not go away with time. You have to take care of those. How do you start? Well, by changing your point of view. Oh, and you may not like it, but Elizabeth Babafemi says that promotion, recognition, and bonuses, should be provided as dramatic reinforcement for your team.
Developing and maintaining a product pipeline is not simple at all. With that being said, it is the direction that organizations and companies are heading, and you have no choice but to control it and make it better. Change management efforts must be focused on improving the course between the product and the customer. These 4 steps model will guide you through the recommended process, and can help you pick the right path.
Change is a very demanding process that makes most of the people some hard time. Stress at work, which is very common nowadays prevents us from realizing all our potential capacity and being more efficient for the organization. Kirsten Walker discusses here mindfulness and its contribution for a better change. She argues that practicing mindfulness can be a good answer to resistance to change as well as for lead it. When we focus on one goal, instead of being occupied with many tasks, we can be much more productive, and consequently, deliver the change in a better fashion.