Managing Change: A workbook for personal and organizational change
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Over the years, we have helped a large number of clients deal with the “pain points” they face in their work place. All of these cases involved understanding the root causes of their pain. ...
Over the years, we have helped a large number of clients deal with the “pain points” they face in their work place. All of these cases involved understanding the root causes of their pain. Invariably, both the pain and the root causes were highly unique to each situation.
However, there are also common traits that are universally present in these complex environments. Modern organizations, if they hope to get through these pain points, must learn that:
- Leading organizational change requires embracing both personal and professional change;
- Managing change is now a basic skill requirement for all managers —in fact, it is now a survival necessity; and,
- Creating a change tolerant environment is now a prerequisite to releasing the innovation required for finding and implementing solutions to a better way to working.
In short, without creating the conditions needed to encourage transformational change, engaging your employees in an innovation effort won’t happen.
This is why we have created our latest document…
Managing Change: a workbook for personal and organizational change.
This doesn’t pretend to be an exhaustive compilation on the subject of organization development and change. Rather, its aim is to provide a condensed and readable workbook that you can work through on our own to help you understand change, how it impacts you personally, and how it impacts those around you. We have included a number of checklists, tools, and resource links to assist you as you begin your own journey in managing organizational change. To the experienced change manager, most of this is not new. But it is a good example of ideas that, while they don’t represent the latest fad, still represent good value for our clients.
Please let us know in the comments if there is anything here that you particularly like—or dislike—to help us refine the document for future readers.
And, as always, please feel free to share this information freely with anyone who you think can benefit from it!
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