The Monthly “Change Insight” Book Tuning: Navigate Change with the Right Order: "Why precedes what proceeds How" Sep 2020

Change Management is no longer just a one-time project or business initiative, but an ongoing business capability. 

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, crises, and demands. This is the bureaucracy’s way of meeting the challenges. 

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.

Navigate Change with the Right Order- "Why precedes what proceeds How"

Navigate Changes through “5W + 1 H” Change Management Framework 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. A changeable organization is to create organizations where change is the norm and happens all the time, thereby delivering faster and increasing market share. The successful businesses are the ones that have learned WHEN change is called for and how to decide WHAT to change. Change cannot be just another thing that needs to be accomplished. It has to be woven into the communication, process, and action of the organization, to navigate through the “5W+1H” Change Management framework.

Change Management Starts with Big Why Change is everywhere and it happens every moment in the workplace, but, unfortunately, people rarely recognize that; or sometimes change is for its own sake, so how to manage change by starting with Big WHY?

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.

Three Big “How”s of Change Management? 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. There are many reasons for changes, and perhaps, even more, reasons for resistance to changes as well: It may be a shift in power, a need to learn new skills, to manage a different team, to adopt the new way (mindset, methodology or process, etc) to do things, etc. 

How to make Change Management Tangible rather than Fluffy Change is the only constant, and Change Management is no longer just a one-time project or business initiative, but an ongoing business capability. However, more than two-thirds of change efforts fail to achieve the expected result, especially for the large, legacy companies, what’re the causes of failure, and how to make Change Management tangible rather than fluffy?

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 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.

Posted in: Change Management,Sum UP