Friday, August 5, 2016

The Monthly Insight: Five Big “HOW”s in Change Management Aug. 2016

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. How to understand the mentalities behind the change as the first step, in order to fine tune the process of Change Management, and overcome the obstacles to managing a digital transformation smoothly, and what other “HOW’s to figure out how to manage change effectively?

    Five Big “HOW”s in Change Management

  • How Capable is your Organization Handling Changes: Change becomes fundamentally difficult in most organizations because it is treated as something distinct from running the business, evolving performance and increasing results over time. Leaders and employees are stressed enough in getting done what is right in front of them that change is layered upon becomes disruptive. However, the accelerating speed of change, the volatile and uncertain business environment make the change as an ongoing capability organizations must master, so in which aspects the business should focus on to building its change ‘muscles’?

  • How to Breakdown Bureaucracies in Digital Transformation: Digital is about changes, closer to reality is that 'change' is continuously happening in such a dynamic environment of a company. The desires of stakeholders, clients and employees are evolving naturally, not to mention that many of organizations today are facing a more radical digital transformation. What is the digital leadership all about, how to cultivate digital attitudes to break down bureaucracies in accelerating digital transformation in organizations or our society?

  • How Much do Senior Leaders need to support Change Management? Change is a volatile subject, just like change itself. Everything changes continuously by following the laws of evolution, and the rate of change is accelerated. Corporate change can be a simple modification of strategy, a business process improvement or a more radical digital transformation. Generally speaking, how much do senior leaders need to support Change Management?

  • How to Mentor Human Side of Business via Change Management: Change for all of us is inevitable, some of us get it quicker than others. So the challenge for organizations is to recognize who their people are and where these talent professionals can contribute to the business success and feel valued along the way. From change management perspective, what’re the psychology behind the change? What are the principles to manage change? What would be a good way to empower change capabilities? And how to mentor human side of business via Change Management?

  •  How to Assess and Improve Change Management Maturity? Change is inevitable and needed in every business. But organizational Change Management is always challenging with a high percentage of failure rate. The successful businesses are the ones that have learned how to implement change time after time, and build it as a solid ongoing business capability. Change Management requires a well-defined strategy with comprehensive change agenda as well. Is there any ideal route for the change, and how to improve the success rate of Change Management and improve overall Change Management maturity?

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