Managing organizational change

If you have an idea, you have a vision for a visionary leader with a large organization or external tasks change.

It is clear that the size, scope and complexity, the priority, the calendar and the strategic importance of the proposed amendments is such that it is a gradual change and as should be introduced within the framework of the "business as usual" because it should not disturb the day-to-day management of the organization.

In addition, it is clear that if the potential changes to continue this initiative, it must be considered and treated as specific initiatives and takes any changes in the management process.

The typical store points

(1) don't understand your role.

Failure to appreciate that each major initiative to the success of your role is leadership facilitation, i.e., to ensure greater involvement of people at all levels - in particular on the informal networks

Request facilitative leadership: skills in communication, social skills and a common approach

Operation of the hierarchy, without changing the performance and the need to ratify the legal validity of the obligation to manage this initiative to amend the decision is based on the synergy and multidirectional reciprocity

(2) you cannot understand what is and is not worked before

Many companies, especially in Northern almost solely in the example following Exchange initiative without a briefing and evaluate what you have and not last and why.

You must, however, that the knowledge and understanding, right front, which can be repeating the mistakes of the past and no support for this initiative.

Preparation of transition organization better shown on legacy your organisation of initiatives of change (those who work and those who do not work), creates a flag important at the beginning of things to come."

It should also be successful and unsuccessful initiatives scars is essential for the understanding and the address of the scar tissue after a previous initiatives.

(3) the failure to understand the role and importance of the informal networks

Does not only include your key to the success or failure of your changes on the initiative of the informal networks

To succeed at each change of the initiative should have participation and support of your informal networks – since the beginning of the

Your informal networks is the source of most of your potential resistance and the source of most of the solutions

Point of criticism of the actions

Front, at the initiative of any action and, in this discussion with a team of managers hold informal talks as soon as possible with a small group of informal networks within the organization.

An overview of the calls, give them the background and the reasons for any changes and invite their opinions and comments, how do I get and listen.