Initiatechange

Change is inevitable, the organization can reach the “inflection point” of change when the business is able to generate new opportunity for growth; hit the point for transformation, as well as reach the moment to be “paranoid” – either disrupting or being disrupted.

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. A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management, although it is not all linear steps, but an iterative, ongoing and upgoing change continuum.

The purpose of the book “Change Insight” is to dig deeper to analyze the psychology behind changes and handle problems and changes at the level of the mindset, and explore people-centric change management philosophy and practices.

                   Initiate Change Cycle

Initiatingchange Organizations and human societies become overly-complex and interdependent, change or problem-solving are important perspectives for driving business forward. Change management today has a very wide scope, intricate factors and needs to take an interdisciplinary approach. Change should never happen for its own sake, without figuring out the “why” part of change. For change to be embraced by various stakeholders, they ultimately need to understand what’s exactly the problems, what’s the philosophy for leading change; when it’s the right timing for change, who are change agents, how to change effectively and sustain its impact.

Innerchangedimensions Organizations across the vertical industries are on the journey of digital transformation. There are various approaches to change such as planned change, unplanned change, imposed change, negotiated change, and participative change. Transformative changes are nonlinear and multidimensional, often taking a holistic approach with an iterative continuum. The more complex the change is, the more complex the solution could be. The success factor to the “transformative change,” and its further “championing” has been the endless self-exploration in emotional, intellectual, technological dimensions that need to co-evolve together, for amplifying and sustaining its impact.

Innerchangecycle The speed of change is increasing; uncertainty of outcomes or occurrences is inherent in numerous business endeavors or societal movements. All of that makes us humble and become cautious for adaptation. Organizational change management today shouldn’t only be a few spontaneous business initiatives for reacting to business dynamics, but logically structured and well-planned efforts to make continuous improvement. People are the center of change, from incremental change to the large scale of business transformation, Human factors spectrum model includes more detail about referential interdependent factors, organizational governance, human interfaces, transitional factors, organization of work processes/procedures etc. Here is a people-centric change management circle including the following interdependent components

Innovativechangecycle Change Management is about balancing all main elements impacting change such as people strategies, structure, procedures and information technology into coherent capabilities which enable businesses to adapt to the dynamic ecosystem and gain their competitive advantages.

Innatechangeacceleration Running a business is a thorny journey full of uncertainty, velocity, complexity, and ambiguity, with many curves and bumps on the way. How successful organizations can handle “VUCA'' reality depends on how fast and capable they can adapt to the ever-changing environment, as well as how proactively and creatively they can drive change. Change is inevitable, the organization can reach the “inflection point” of change when the business is able to generate new opportunity for growth; hit the point for transformation, as well as reach the moment to be “paranoid” – either disrupting or being disrupted.

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