Change happens when mindset turns into mind flow.
Change is inevitable, but too often changes are made as a reaction to outer impulses, crisis, and demands. This is the bureaucracy’s way of meeting the challenges. The perspective is often rational, an automatic cultural response; defending already existing structures, all that we take for granted, without questioning the underlying premises. Change is not for its own sake, people are always at the center of change - the cause to change, and the very purpose of changes. So in order to make change proactively, profoundly, and sustainably, How to practice people-centric Change Management?
People are at the Center of “Changes”
People Centric Change Management: Digital is the age of people. The human element of change entails a people-centric approach to management style; thus, empowering the workforce to embrace change is a most effective, efficient and result-oriented management in organizations, but how to manage it in a systematic way?
What Drives you to be a Change Leader or an Agent: Change - big or small is inevitable. You can’t step into the same river twice, meaning that everything is always in a state of flow. However, as human beings, we mostly want familiarity and stability. As a Change Manager or Change Agent: What’s your inspiration and motivation to lead changes? And how to manage it more effectively?
Three Big WHOs in Change Management: People are the center of any Change Management, and people are also the weakest link in any change effort as well. Therefore, change agents are critical, as they have been an invaluable source of knowledge, business visions, insight, and support etc. But more specifically, who are proactive change players, and why are they so critical in business transformation?
How do you Handle People who do not Support Change Initiative. Change is inevitable, successful Change Management is an ongoing business capability. However, do not expect everyone supporting your change initiatives to the same degree, it’s even no surprise that only small percentage of people are changing agent, so both strategically and tactically, how do you handle people who do not support change initiative?
How would you Define the Right People? People are always the most invaluable asset in businesses. “Hiring the right person for the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right?
How do you Change Mindsets? We live in the era, more often the "mainstream" mind is far lagging behind the internet speed. It must be acknowledged that changing mindset can be a very long process, it takes both vision and strategy. It occurs only through a dialogical process. It requires a devotion to fairness, correctness, truth, progress and solid respect for fundamental rights. Change happens when mindset turns into mind flow.
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