Managing Change
Managing Change
-Leaders are not together on long range plans and sometimes the top leader is not even aware of it
-Leaders do not reach consensus on major decisions
-Leaders try to do it all
-Leaders are more interested in this month’s results than long range results
-Strategic Plans either do not exist or are rarely implemented
-Trying to make too many changes at once
-Failure to successfully complete initiatives
-Have no effective means for measuring progress
-Benefits of changes made are not maintained through time
-Everyone is too busy fighting fires to have time to become proactive with change
-Employees are not all pulling in the same direction
-Employees do not understand or buy in to plans for change
-Etc.
Do any of these attributes describe your organization? Most leaders would not feel like these describe them or otherwise they would have already taken corrective action. However, many leaders are in denial. Wise leaders would by some effective means determine how employees throughout the organization feel regarding how effectively they feel change is being managed. This could be done by a well-designed survey or properly conducted interviews.
There is an old saying that if you keep doing what you have been doing you will keep getting what you have been getting. That saying is no longer true. Today with the world changing as rapidly as it is, the organization is going backwards. There is no such thing as standing still. Which way is your organization going? Should it is not be going forward or at least not fast enough, then what are you going to be doing differently in the future? I suggest that you need to find a structured change process and possibly an outside resource to assist with implementing it. Should you think you couldn’t afford the time and/or money, consider the cost of not making the appropriate changes fast enough.
One specific option to consider is to use a change process I designed it and have been using it with my clients for more that ten years. The process will be explained on my Managing Change Blog at http://eqcs-managingchange.blogspot.com/. It currently contains an overview of my process. Every two weeks an update will take place and the steps in the process explained in detail. Remember; do not keep doing what you have been doing if you are not happy with the current results. That is called insanity!
Managing Change - To learn more about this author, visit Jim Rose's Website.
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The world is rapidly changing and competition is fierce. Organizations that do not effectively manage change will not succeed for long. A critical attribute of effective leaders is that do have an effective means for managing change. However, many organizations struggle with managing change. Barriers include:
-Leaders are not together on long range plans and sometimes the top leader is not even aware of it
-Leaders do not reach consensus on major decisions
-Leaders try to do it all
-Leaders are more interested in this month’s results than long range results
-Strategic Plans either do not exist or are rarely implemented
-Trying to make too many changes at once
-Failure to successfully complete initiatives
-Have no effective means for measuring progress
-Benefits of changes made are not maintained through time
-Everyone is too busy fighting fires to have time to become proactive with change
-Employees are not all pulling in the same direction
-Employees do not understand or buy in to plans for change
-Etc.
Do any of these attributes describe your organization? Most leaders would not feel like these describe them or otherwise they would have already taken corrective action. However, many leaders are in denial. Wise leaders would by some effective means determine how employees throughout the organization feel regarding how effectively they feel change is being managed. This could be done by a well-designed survey or properly conducted interviews.
There is an old saying that if you keep doing what you have been doing you will keep getting what you have been getting. That saying is no longer true. Today with the world changing as rapidly as it is, the organization is going backwards. There is no such thing as standing still. Which way is your organization going? Should it is not be going forward or at least not fast enough, then what are you going to be doing differently in the future? I suggest that you need to find a structured change process and possibly an outside resource to assist with implementing it. Should you think you couldn’t afford the time and/or money, consider the cost of not making the appropriate changes fast enough.
One specific option to consider is to use a change process I designed it and have been using it with my clients for more that ten years. The process will be explained on my Managing Change Blog at http://eqcs-managingchange.blogspot.com/. It currently contains an overview of my process. Every two weeks an update will take place and the steps in the process explained in detail. Remember; do not keep doing what you have been doing if you are not happy with the current results. That is called insanity!
Managing Change - To learn more about this author, visit Jim Rose's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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