Monday, June 3, 2019

The Monthly “Change Insight” Book Tuning: Senior Executive Sponsorship in Change Management June 2019

 The successful businesses are the ones that have learned WHEN change is called for and decide WHAT to change, and HOW to change effectively. 

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.


       Senior Executive Sponsorship in Change Management

The Key Factors in Organizational Change Management With change becomes the new normal, and the speed of change is accelerating at the digital age, Change Management also turns to be strategically important in today’s organization, it is no longer just a one-time project, but an ongoing business capability. But what are the key success factors in managing change successfully and where should Change Management be positioned in the organization?

Planning is the Earliest Stage of Change Management Embracing digital is inevitable as that is now part of the reality. In order to lead change and drive digital transformation, organizations should ride above the change curve by making dynamic and comprehensive planning. Planning is the earliest stage of Change Management. Planning work is about stakeholder engagement and about working to achieve stakeholder ownership of the emerging strategic plan and roadmap. Engaging those who will be impacted by the change and enabling them to be part of shaping their future. That is one of the best ways of tackling change and improve its success rate.

Five Barriers to Change Management Success Change is inevitable, and organizational change becomes a common practice within an organization, but more than two-thirds of change effort fails to achieve the expected results. What’re the barriers to cause the change failures, and how to make Change Management tangible rather than fluffy?

Three Inflection Points of Change Management Change is inevitable. More and more organizations are at the strategic inflection point of the digital transformation. It is the broader and longer journey with many leaps and jumps, bumps and curves, perils and pitfalls on the way. One of the change mottoes is "never mistake motion for action." The successful businesses are the ones that have learned WHEN change is called for and decide WHAT to change, and HOW to change effectively. Do not let all these problems inherent in any change initiative, to get in the way of accepting the business facts that change is inevitable and needed in every business.

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"?

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 for human progression.


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