Change is inevitable, organizational change has become a common practice within an organization, 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. A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management, though it is not all linear steps, but an iterative, ongoing and upgoing change continuum. How to assess and improve change fit both in individual and organizational level.
Change Habit - Do you Have One?
- Change Habit: Do you Have One? 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 with increasing speed. Change is becoming the new normal, people present different personalities for changes, such as Pathfinder, Listener, Organizer, Follower, and Resistor. Are change agents born or created? In order to improve changeability, it is important to build a healthy change habit. We all know how challenging would be to change a bad habit and cultivate a good habit. It takes practices, disciplines, and persistence. Change is not for its own sake, but for improvement and advancement. So, change habit: Do you have one?
- Change as a Problem-Solving Scenario With today’s “VUCA” new normal, to survive the fierce competitions and thrive with the long-term business advantage involve more planning, adjustment, problem-solving, and speed. The digital business dynamic allows the organization to morph into the business conditions and organizational capacities for change to allow a better fit. But change is never for its own sake, one of the great reasons for the change is to solve large or small problems either at daily basis or the long-term perspective, to push collective human progress forward.
- Manage Change as Continuum, not Conundrum Digital disruptions are inevitable, and digital transformation is unstoppable. Nowadays, change happens nonlinearly with increasing pace. Organizations shouldn’t just respond to them in a reactive way or perceive change as a conundrum. The successful businesses are the ones that can manage change fluently in a structural way, they have learned WHY to change, WHEN change is called for, decide WHAT to change, WHO are change agents, WHEN to change, and HOW to change effectively, manage change not just as linear steps, but an iterative continuum and build change as the differentiated business capability.
- Running Digital IT with a Healthy Change Habit? Digital is about change. IT is in a unique position because they can oversee the whole organizational processes and should have the program skills to implement transformation successfully. Thus, in forward-looking organizations, IT has become synonymous with the change department. Collectively, IT should cultivate a healthy change habit, Change Management needs to be the mechanism embedded in the multitude of IT management, in order to run IT as a change agent.
- Change Manifesto Change is inevitable, people are the very reason to change and the center of change. People are often the weakest link in any change management effort as well.
Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way to human progression.
0 comments:
Post a Comment