Change is inevitable. You can’t step into the same river twice, meaning that everything is always in a state of flow.
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 bureaucratic way of meeting the challenges. People, process, technology, WHAT are important factors in Change Management, WHAT are potential pitfalls to avoid, in order to improve the success rate of change initiatives?
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 bureaucratic way of meeting the challenges. People, process, technology, WHAT are important factors in Change Management, WHAT are potential pitfalls to avoid, in order to improve the success rate of change initiatives?Five Big “WHAT”s in Change Management
- Three Big “WHAT”s in Change Management: Everything changes continuously and the rate of change is accelerated. Change is no longer just a one-time initiative, but an ongoing capability. Change capability is one of the strategic capabilities which underpin successful execution and move the organization from efficiency, effectiveness to agility and maturity. Besides the "Big WHYs" about the change we discussed earlier, here are three big WHAT about Change Management.?
- What’s your Organization’s "DNA" and Personality: Organizational culture is the collective mindset, attitudes, and the set of behaviors, expectations, and assumptions that people have about "how things are around here." Further, it is like an iceberg where the visible elements, such as behaviors, make much sense with recognizing and understanding the underlying mindsets, expectations, and assumptions. Many also think culture is an organization’s DNA or personality. So WHAT is your organization's personality? And can it be changed??
- What Factors keep Business from Championing transformational change? Organizations large or small are faced with more radical digital or management transformation now, however, change management (the overarching term includes both transformation and change) has very high failure rate overall, WHAT factors keep business from championing transformational changes, or what are key success factors in driving transformation?
- What are the Truly Competitive Advantages of Inclusiveness: Contemporary organizations are diversified with multigenerational, multicultural workforce using multidevicing to do multitasking. Competitive advantage can be created by bringing together diverse groups of people whose mindsets, experiences, preferences, skills and capabilities are additive to one another. We are stronger through diversity, it allows us to explore options that one individual or a homogeneous group might not have uncovered; we are idea-rich and vision clear through inclusiveness. Diversity is the engine for creativity and a facilitator for merging building blocks of new ideas, fresh insights, and ultimate wisdom. But WHAT are truly competitive advantages of inclusiveness, and how to embrace the diversity of thoughts and achieve such competitive advantages of inclusiveness?
- 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 is your inspiration and motivation to lead changes? And how to manage it more effectively?
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