Category Archives for "Change Management"
When it comes to leading change, communicating with all employees early and often with clarity and integrity is critical. As we’ve noted, in the absence of information, vulnerable people will fill the void with what they surmise. It’s important to never allow a communication void to exist. Early in my career as a change leader […]Continue reading
Not enough attention is given to how change impacts current work processes of various employee groups. Often communication with employees and other stakeholders is focused predominantly on the change itself – how it works – and less emphasis is placed on its impact on work groups. This approach (or lack of approach) often creates resistance […]Continue reading
The planning stage is often focused on the change itself (the new system, a new organization structure, the new processes, etc.) with little or no attention on the people who will be impacted by it. It’s been our experience that eventually, word gets out about the change that is coming. In the absence of information, […]Continue reading
In business, making a change of substantial scope should positively affect the bottom line and as such must be measureable in terms of a return on investment. It has been our experience that too often until we bring this fact to our client’s attention, it is overlooked. The executives who authorize the change have not […]Continue reading
As a change management consultant and business owner who makes his living by helping organizations to develop and implement effective business processes and practices, sometimes I wonder whether the processes and practices become an impediment to good sense and good decisions. Let me explain by sharing two recent customer service experiences which caused me to […]Continue reading