Friday, August 19, 2016

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

Fundamentally leadership is about change and influencing people to change.

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. People, process, technology, WHAT are important factors in Change Management, and pitfalls to avoid, in order to improve the success rate of change initiatives?

    Five Big “WHO”s in Change Management

  • Three Qualities of Change Leaders: Fundamentally leadership is about change and influencing people to change. Leadership is moving you and others, and evolving to what is needed next. The speed of change is accelerating, Change Leadership becomes a more critical capacity to influence others through inspiration, motivated by a passion, birthed by a conviction of a sense of purpose of why you were created. Leadership is all about the ability to take initiative and the ability to influence with or without authority. It is the power of example that frees people to do willingly and well that needs to be done. What are important qualities in change leadership?

  • CIOs as Change Agent: Five Perils of Changes Management  Change is the only constant, and the speed of change is increasing rapidly. Organizations large or small spend the significant time and resource to deal with the big changes such as radical digital transformation or small changes such as adopting a new version of software. And statistically, more than 70% of Change Management effort fail to achieve the expected result, what are the perils of Change Management, and how to manage change more effectively??

  • 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?

  • 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?

  •  How to Empower Change Agents? Change is at the heart of the modern organization and in the mind of forward-thinking business leaders, however, more than two-thirds of change initiatives fail to achieve the expected result. Besides applying the latest technology tools and optimizing business processes, first things first, how to recognize your change agents and how to empower them to make "impossible possible"?

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