Continuing the theme regarding Managing Change and the importance it will take in the coming years – assuming you want to be successful. These five principles are directed to leaders of organizations. Use this these keys as a guideline and your change initiatives will turn out positive.
The five keys are: Continue reading ‘Five Key Principles for Change Management Success’ »
So now you are ready to make change happen in your organization. What have you done to improve the skills and knowledge of the people who will be asked to make the change projects successful?
Here is the truth -using more experienced and skilled change managers can reduce the risks of having a troubled or unsuccessful change project. So again, what are doing to enhance the abilities of the change management teams?
A great place to start is the leadership of the change teams. Effective change leadership is critical to the success of the teams. It is an advantage to create dedicated positions of change leaders within your organization – similar to the project management leaders. The project management leader is more common today than in previous decades. The same thing will happen to the change management leadership position in coming years – be an early adopter and gain a competitive advantage.
While having a dedicated change management leader will increase the success factor by a minimum of 20%, an even more important factor is top management sponsorship and close support of change management projects. In fact, top management support is the single most important factor related to successful projects. Top leaders must have a clear understanding of the importance of change and the advantages the organization will attain using a systematic change management system.
Take a moment to reflect upon change projects within the past two years at your organization. What worked and why? What did not work and why? If you take the time to examine the success and failures of these change initiatives – top management support or non-support will have a major relationship to the level of success.
What can you do as a leader to show support for change? That is the major question for you today.
Okay, continuing the theme of change management, one thing jumped out at me. There is a lack of information regarding formal methodology for creating change. When you compare the formalized processes found for total quality processes and even project management – change management systems are lacking or just more unknown.
The reason this is important is because formalized systems allow for complete – wide and deep – coverage of change processes in an organization. At best, today’s change management occurs in the form of improvised solutions using a number of different methods – both proven and unproven relative to getting results. Continue reading ‘Change Management Methodology – the Big Question for Success’ »
Want to improve your change project success rates? Since the average success rate is only 41%, then 59% are failing in some way. Yet, when researching the highly successful change masters of the business world, their success rate was a stunning 80%. That my friend is a high return on investment. If you want to move into the ranks of successful change masters, then the first step is simple…
You must gain insight or true awareness of reality and then launch an action plan.
So how do you make this happen? Early awareness of resistance to change or for that matter – any issues that pop up during the beginning phases of a change project need clear and decisive action plans and steps. Change projects are usually require simultaneous changes in your people’s mindsets, attitudes, culture and complexity issues. Such changes do not happen on there own, they need to be aggressively dealt with by the leaders of the organization. Continue reading ‘Awareness followed by Action leads to Change Project Success’ »
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