Change Management Articles

Weave A Web Of Connectivity
Communicate Effectively

Forget about being a boss. You’re now a webmaster. Where the old management paradigm was about command and control over people, the new model is about connecting them together.

Instead of being preoccupied with “running the show,” put yourself in charge of weaving a human network. Management today is not about showing muscle and wielding power. It’s about you serving as connective tissue across your part of the organization. Rank simply won’t give you as much pull as it used to. The...

The More Consuming Your Commitment, The More You Draw People Toward You
Step 6: Build Commitment

People always look at the leader when they want to take the pulse of an organization. Example says a lot. Do they see a boss they can believe in? Can they have faith in whom they follow? Does the fire inside the leader burn hot enough for them to warm from the heat of that flame?

Commitment climbs when people see passion in the person in charge. They catch the feeling. Commitment, after all, is a highly contagious thing. It’s a spirit that stirs others, that touches their souls, that...

Spend Freely With "Soft Currency"
Step 6: Build Commitment

Organizational change creates a climate of heightened concern. Even employees who personally benefit from the changes may be shaken by what they see happen to their comrades. Usually a pervasive sense of loss clouds the work environment. People feel more vulnerable. Even those who are initially unscathed remain uneasy about the eventual ramifications, and wait for the next shoe to fall.

You can safely assume that employees feel threatened . . . at risk . . . disempowered. These...

Create White Space, Then INNOVATE
Step 7: Operate at the 4th Level of Change

The kind of growth we’re looking for here often comes from stopping more than speeding up. You can only accelerate your learning and development so much by simply doing the same old things faster. Sooner or later you must start doing different things.

Quitting plays a key role in the process of rapid growth. You’ll need to break some familiar rhythms, actually unlearn things and find more effective performance strategies.

What this comes down to is destabilizing yourself, and...

Accept The Risks Of A Pioneer
Step 7: Operate at the 4th Level of Change

Our current work habits produce weaker results as circumstances change. The more rapid the change, and the more radical the shift, the sooner our usual approaches lose their punch.

So we have to choose between two risks. First, we can gamble on our old habits, and watch our career skills gradually grow obsolete. Or we can accept the risks of the pioneer. The inventor. The explorer. The greater safety lies in choosing this second risk, even though it feels more chancy than the...

Push Through The Yield Point
Step 5: Manage Resistance

Opposition surfaces as soon as the integration process gets underway. Resistance starts to climb. You push to change the organization, and it starts pushing back. People gripe, whine and criticize, complaining about your objectives as well as the way in which you’re trying to reach them. Pretty soon the noise level begins to hurt your ears.

Under ordinary circumstances, negative reactions this strong mean you’re doing something wrong. In the merger scenario, though, they more likely...

Employee Resistance: The Biggest Barrier To Change
Step 5: Manage Resistance

Organizations are struggling to speed up. Scrambling to adapt. Trying to innovate, embrace new technologies and respond to a rapidly changing marketplace.

But something’s not working.

Word has it that over half of all major change initiatives prove to be disappointments or outright failures.

So what's the problem? . . .


5 Guidelines For Setting M&A Priorities
Step 4: Focus

Ordinarily managers and executives find it extremely difficult, particularly during the early stages of the merger transition period, to (1) establish priorities correctly and (2) stay focused on them.

You’re particularly vulnerable to this problem if you start out with a poorly conceived or misdirected integration strategy. Rest assured, there will be more than enough “impromptu management” and improvising called for even when your integration plans are carefully made.


High-Quality Communication Rarely Ever Occurs By Accident
Communicate Effectively

“Faster-better-cheaper” uses information exchange as its motor. It requires tight coordination. Effective linkages. A free flow of ideas. Information hoarding is a cardinal sin and openness a key virtue.

That’s because communication problems never remain just communication problems. They weaken everything else. If you let communications get balled up, performance goes down. If people fall into the habit of hiding problems, sitting on good ideas, or withholding information, you soon...

Don't Leave Management To Operate In The Dark
Communicate Effectively

Managing during the first year of the merger isn’t going to be the same old drill, so the same old behaviors just don’t offer a lot of promise. Executives, middle managers, and first line supervisors desperately need expert coaching on merger dynamics and how to handle transition and change.

This is no place for OJT (on the job training) or a learn-as-you-go approach. There’s simply too much at stake. There are too many opportunities to foul up, and too much money goes down the tube...

Focus, Focus, Focus
Step 4: Focus

Once upon a time there was a failed British politician. His father had been laughed out of politics. He himself had been influential in taking Britain into the First World War, a horrific disaster. During that war, he sent a large force to Gallipoli in Turkey. The troops were massacred as soon as they arrived. He went on to become the worst Finance Minister in living memory. He changed parties twice, ending up distrusted and disliked by most of his colleagues. On top of all this, he was an...

Trust In The Power Of Future Pull
Step 3: Set Clear Goals

You can grow at a faster clip if you’ll put the future to work for you. Tomorrow is your ally.

The key is to let the future know specifically what you want from it. Start by coming up with a clear mental picture of your goal. Keep it alive in your mind. Visit it often in your imagination. The future will start organizing events to help bring about this thing you want.

Most people don’t appreciate how this technique can accelerate a person’s growth and accomplishments. Maybe it...