1. People do not resist changes which they believe is their best interests. Excessive resistance to change in business discussions. The reality is that we accept changes over time. The key to acceptance we will change is that we must believe will be positive for us. This truth means that leadership must sell the value of the desired changes for the stakeholders of the organization. Employees and managers will be more receptive to changes when the leaders of efforts to communicate the value of the future.
2. The main change is more the norm than the exception. Incremental change used to be acceptable, today, this is the fastest route business can be done to be unnecessary. The rate of change has accelerated greatly. This is caused by various forces of society, including the global economy, the Information Age, legislation, technology changes rapidly, four generations in the workplace, and the Internet. Influence of these forces means that most organizations should be faster, cheaper, and more focused on the customer. Organizations that adopt a gradual approach to change management will find they are left behind by their competitors are more easily adaptable.
3. Despite the best efforts of a leader, political resistance to change never fully disappeared. Political opposition often comes from the general human failure as the excessive ambitions, previous misunderstandings, poor communication, bad management, or old-fashioned envy. Resistance to change manifests itself in various ways, including indifference, passive resistance and active resistance. effective change leaders accept this truth. They minimize political resistance through effective change management strategy, held a two-way communication, active participation of employees, delegation makes sense, superior people skills, an award that means, and interpersonal effectiveness as a whole.
4. A vision of change is an important component of effective change management efforts. A vision of change is the sense of shared future and achieve the desired. This is a shared vision that the organization's stakeholders to accept and work to achieve. Kotter explains that effective change vision as a "reasonable for the head and appeal to the heart." It takes time to develop a vision for organizational change, however. Senior leadership must first be clear about what is desired in the future like for the organization and then work with stakeholders to develop the organization's vision. An effective change vision has three components. This is quite easy to communicate, identify areas of change, and have clear targets and a desire statement.
Stable business operation time has past. Change is a fact! Business success in the future are those that can adapt effectively and continuously to constant changes in society brought troops. Leaders who understand the four critical truth about the organizational changes will position their organizations for success in complex business environment.
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