admin posted this in
change management on
June 26th, 2010
By admin, on June 26th, 2010
Many Change Managers assume that if the rationale for change is made clear to the organisation then they will go along with it. In the process of demonstrating the need to change and an understanding of the impact (on themselves and their group) employees will buy- in and thereafter work actively to realise it. There is an assumption behind all this that ‘Change’ is negotiated and develops over time and that the change agent’s task is merely to make clear the imperatives and the people will fall into
Continue reading Put managers and employees to work on the change to reduce resistance
Royston posted this in
change management on
March 17th, 2010
By Royston, on March 17th, 2010
The consulting process slides from my Kingston
Continue reading The Consulting Process – How to Run an Assignment
Stephanie posted this in
change management on
July 7th, 2009
By Stephanie, on July 7th, 2009
Many organizations find that change programmes, even apparently straightforward changes, fail to achieve their objectives. In many cases this is due to unclear aims, uncertain plans and a low awareness of what is required of the people
Continue reading Getting ready for change carrying out a readiness assessment
Royston posted this in
change management on
June 30th, 2009
By Royston, on June 30th, 2009
Communicating to employees when they are being outsourced is an essential task and if done well can substantially reduce
Continue reading Forced Change in an Outsourcing – guidelines for communicating to reduce resistance
Royston posted this in
change management on
June 25th, 2009
By Royston, on June 25th, 2009
I was giving a lecture on change management the other day and the class and I were deep in discussion about involvement and ethical behaviour when one of the students asked ‘but what if we don’t have time for all this pink and fluffy
Continue reading Change Management Practice: Just do it – sometimes you have to act
Royston posted this in
change management on
June 19th, 2009
By Royston, on June 19th, 2009
A fair and equitable approach delivered by a well trained and respected manager can actually help in reducing resistance to change even when the news is very bad – a fair approach can in effect stop the causes of resistance at
Continue reading How can people in an outsourcing respect their manager but hate the organisation
Royston posted this in
change management on
June 18th, 2009
By Royston, on June 18th, 2009
Forced change in the context of tight deadlines is the reality but we can still reduce the resistance if we involve
Continue reading Involve people in change to reduce the resistance
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