There is the strategic understanding of change management, technique know-how of change management, and there is the psychological insight about change management.
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 life cycle management, though it is not all linear steps, but an iterative, ongoing and up-going change continuum.
The Psychology Behind Change
The Psychological Insight of Change Management 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. There is the strategic understanding of change management, technique know-how of change management, and here is the psychological insight about change management.
The Philosophy, Psychology, and Technology behind Digital Transformation Digital transformation represents a break from the past, with a high level of impact and complexity, Transformation efforts need to be undertaken as the means of getting to a differentiated capability to accomplish a defined goal. It is important to leverage multidisciplinary knowledge as well as taking a structural approach to making radical changes in the underlying processes and functions. Here are philosophy, psychology, and technology behind the digital transformation.
The New Book “Change Insight” Introduction Chapter 1: The Psychology behind Changes Change is the only constant, the speed of change is accelerated. Organizations have to manage change effectively in order to implement their strategy cohesively. However, more than two-thirds of Change Management fails to reach the expectation. What are the root causes of those failures? What's the psychology behind the change, why do people resist changes? What would be a good way to empower change capabilities? And how to manage change not as a one-time project, but an ongoing capability?
How do you Handle People who do not Support Change Initiative Change is inevitable, successful Change Management is an ongoing business capability. However, do not expect everyone supporting your change initiatives to the same degree, it's no surprise that only a small percentage of people are changing agent, so both strategically and tactically, how do you handle people who do not support change initiative?
What’s your Psychological Response to Changes? Change is inevitable in any organization today, it’s not for its own sake, but for continuous improvement or even breakthrough to adapt to the business dynamic. However, the change inertia is also a reality. From Change Management and talent management perspective: How the age and different emotions response to changes? Is change friction really getting bigger when one gets older? Or does the lack of vision make people act old? Age or mindset, what’s the real obstacle to adapt to changes.
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