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It refers to any event or program an enterprise undertakes that causes major disruption to daily operations.
Organizational change management ensures that the new processes resulting from a project are actually adopted by the people who are affected.
Change management reduces the risk that a new system or other change will be rejected by the enterprise.
By itself, it does not reduce costs or increase sales. Instead, it increases the teamwork required for the enterprise accept the change and operate more efficiently.
SIMILAR ARTICLES & IDEAS:
Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.
A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.
Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:
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“Role Modelling” is one of the main factors behind successful change in organizations and consists of inspiring change by example.
While leadership will ultimately give you sign-off, the rest of the team will determine its success. So in an organizational setting, you must convince everyone of the necessity of change.
In a collection of individuals, one bad seed can kill all the hard work you’re putting in. You must understand who you are working with so you can tailor your message and actions so no one becomes a bad seed. To do this, sort your team in the following categories: