Managing change
means to develop the organisation. ‘Nothing is more constant than change.’, said Charles Darwin more than 150 years ago. Today, it is true more than ever for companies of a variety of branches and different sizes. What are the reasons?
- Big companies buy smaller ones (and sometime bigger ones) in order to grow and need to integrate them into existing structures
- Spin offs of existing departments cause re-adjustment of structures and processes
- Markets change fast and unpredictably – companies need to adjust to that
- Companies grow or shrink fast and need to establish new forms of organisation
- New procedures and processes are introduced to enhance the effectivity
Changes promote unrest
Any major change in a business company be it voluntarily or from force of cirumstances causes a wide range of emotions for employees from uncertainty to anxiety, from euphoria to objection.
You as a manager or member of the executive board may be tempted to overlook these emotions, to consciously ignore them or to even reinforce them by a fuzzy information policy. If you take this bait your employees being affected by the upcoming changes and by your ignorance of their emotions most probably will not support these changes willingly.
Changes need to be put into praxis
Any intended change is implemented successfully if and only if your employees really put them into praxis! It is not successful if it is described in process charts only.
You choose
Change Management Consulting – Please contact me directly
Preparing for the unexpected – Advanced Project Management
