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For those of us who think Change
Management is just a fad invented by our friends in HR, please reconsider.
It’s becoming increasingly accepted by senior managers that
the benefits of effectively managing the “slings and arrows”
hurled at your business can be tangibly measured; if only we’d
adopt a more coherent and inclusive model for assessing change,
or even acknowledge it as a factor in our strategic thinking in
the first place. For as many management experts also agree, “There
are two kinds of organisations in today's world: those that are
changing and those that are going out of business.”(1).
Managing change, with all its various
models and champions, doesn’t have to end in tragedy for your
company. Often perceived as a “touchy feely” bolt-on solution
used to paper over the cracks of real upheaval within an organisation,
it’s true that inclusive and well thought out solutions can
ultimately prove their value. Positive models that acknowledge the
rational, emotional and political nature of change can offer more
than just decoration. But it’s all about seeing change management
as the property of all your senior executives, helping all team
members to develop the skills needed to assess, plan and act upon
change.......
Read the full article here "Is your change management model a copout?" pdf - 80kb
Sources:
1. Jim Clemmer, "Change or be Changed." Clemmer.Net -
2004.
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