A changeable organization is to creating organizations where change is the norm and happens the whole time.
Change is a volatile subject, just like change itself. Corporate change can be a simple modification of strategy, a business process improvement, a technology update, or a radical digital transformation. Either at an individual or organizational level, change is a one-time project at the static industrial age, but change has to become an ongoing capability at the digital era.
Change is a volatile subject, just like change itself. Corporate change can be a simple modification of strategy, a business process improvement, a technology update, or a radical digital transformation. Either at an individual or organizational level, change is a one-time project at the static industrial age, but change has to become an ongoing capability at the digital era.
Change Management is an ongoing capability: Business capabilities are fundamental pillars to achieve the corporate strategy, and the digital capabilities are dynamic with recombinant by nature, without them, strategy execution can not be sustained. Change Management is a substantial and ongoing digital capability which not only creates changes but also adapts to changes seamlessly. The capability is the ability to achieve the desired effect under specified performance standards and conditions through combinations of ways and means (activities and resources) to perform a set of activities. A capability view of the enterprise helps business identify “actuality, capability, and potentiality,” to build competency and improve overall business maturity. Change Management is an important management capability which often not goes alone, but integrate with other management capabilities such as strategy management, talent management, or project management.
Organizational Change Management capability can be built into the organizational DNA via logical steps: The approach would require the following logical step: Seeding a culture of change with shared vision and values, and leadership as a role model. Clarity and transparency in communication and thereby nipping uncertainty, ambiguity, and doubt which reduces resistance when implementing change; make continuous engagement through formal and informal methods. Train employees across all levels as change agents with leaders being sponsors, enablers, and facilitators. Create Centers of Excellence and high-performance culture that can adopt and adapt to change during the change process. “Harden” the soft, measure culture via KPIs and sustain the culture through change management practices.
Laser focus on problem-solving and business improvement: Due to the complexity of digital businesses with increasing pace of change, there is often no simple solution for changes as well. Fundamentally change is about solving problems to lead progression. Change Management is a complex management discipline due to the "VUCA" nature of digital organizations. A complex problem rarely has a simple solution. There is always a well-known solution to every human problem: neat, plausible, and wrong. As the saying goes, the only problems that have simple solutions are simple problems.” The only managers that have simple problems have simple minds. Problems that arise in organizations are almost always the product of interactions of parts, never the action of single parts. Tactically, it helps to take a complex issue that needs to be changed and break it down into easy parts and then allocate them, then it can be easy to implement to create the overall change. So the goal is to pursue an optimal solution. A changeable organization is to creating organizations where change is the norm and happens the whole time thereby delivering faster and increasing market share. Change can not be just another thing that needs to be accomplished, it has to be woven into communication, process, and action of the organization, and make it an ongoing critical business capability to fuel digital transformation.
Change Insight” Book Ordering Link on Amazon
“Change Insight” Book Ordering Link on B&N
“Change Insight” Book Slideshare Presentation
“Change Insight” Book Introduction
“Change Insight” Book Introduction Chapter 1 The Psychology Behind Changes
“Change Insight” Book Introduction Chapter 2 The People-Centric Change Management
Change Insight” Book Introduction Chapter 3 Change Leadership
“Change Insight” Book Introduction Chapter 4 Change Principles
“Change Insight” Book Introduction Chapter 5 Change Capability
“Change Insight” Book Introduction Chapter 6 Change Pitfalls
“Change Insight” Book Introduction Chapter 7 Change Assessment and Measurement
Change Insight” Book Introduction Chapter 3 Change Leadership
“Change Insight” Book Introduction Chapter 4 Change Principles
“Change Insight” Book Introduction Chapter 5 Change Capability
“Change Insight” Book Introduction Chapter 6 Change Pitfalls
“Change Insight” Book Introduction Chapter 7 Change Assessment and Measurement
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