The document outlines 21 common mistakes made in change management. Some of the key mistakes include starting change efforts too late without proper planning, failing to establish a compelling need for change, lack of leadership and communication throughout the process, and assuming change is complete once initial goals are met without institutionalizing changes. Successful change requires addressing both rational and emotional needs for change, dealing proactively with resistance, and involving employees while planning for small, successive achievements to maintain momentum over the long term.
Organizational Change Management (OCM) is a strategic framework on how to manage change. Discover the challenges companies experience during business transformations and get tips and advice for how to successfully execute an initiative. Learn how to effectively drive change within your organization and how changes in technologies, structure, processes and culture should be managed and prepared for ahead of a major transformation initiative. Presented during a GTRI webinar on October 13, 2016.
SymEx 2015 - Business Transformation, Change Management And Organization Rest...PMI Indonesia Chapter
We can put project management in two ways in management. First, the strategic management level with emphasis on business transformation, change management and organization restructuring. Second, in more operational level.
In strategic management level, a project is defined as breakthrough initiative to execute strategy in order to response changes in business environment where organization should perform a simple change management, organization restructuring or even a radical business transformation.
In operational level, as defined by PMI, a project is defined as a temporary endeavor undertaken to create a unique product, service or result. It has a defined beginning and end in time, and therefore defined scope and resources. It is unique in that it is not a routine operation, but a specific set of operations designed to accomplish a singular goal.
There are several issues about project management in strategic management level. There are (1) alignment to business strategy, (2) business contribution of project using Measured Organization Value (MOV), (3) change management strategy for projects, (4) multi-projects management as governed by Project Management Office (PMO) and (5) project-based organization and agile theory of organization.
Riri Satria will address his empirical lessons learned as strategic management and organization development practitioner in project management (with emphasis in business transformation, change management and organization restructuring) combined with his experience as academician with theories in project and strategic management.
Why Organizational Change Management is Critical to Digital TransformationPerficient, Inc.
The drive towards digital transformation impacts every area of an organization from vision and strategy to architecture, technology, and operations. Working in a digital world requires many employees to change the way they do their jobs, but without the proper preparation and support, they might not be able to successfully make that transition.
According to Prosci's Best Practices in Change Management, critical business initiatives – such as engaging in a digital transformation – that utilize a proven change management approach are 95% more likely to be successful than those that do not.
We broke down change management in digital transformation, reviewed the elements that make a program successful, and answered common questions, including:
-What exactly is change management?
-How does it work?
-Why is it so important for digital transformation?
-What benefits should I expect?
-What are the first steps I should take?
This framework was created during a challenging ICT implementation project. I needed a way to get reluctant people excited and ready for their new working ways and processes, so I tested and tried different things. The one that worked was a combination of strategy, continuous change readiness measurements, picking the correct change management theory, communicating differently (and in different schedules) for different target audiences, using HR to pick the correct people to the core team and using the project management method, which suited the organization. This was an extreme experiment, but it worked. I've since tested it or parts of it in action in other change programs as well.
Organizational Change Management (OCM) is a strategic framework on how to manage change. Discover the challenges companies experience during business transformations and get tips and advice for how to successfully execute an initiative. Learn how to effectively drive change within your organization and how changes in technologies, structure, processes and culture should be managed and prepared for ahead of a major transformation initiative. Presented during a GTRI webinar on October 13, 2016.
SymEx 2015 - Business Transformation, Change Management And Organization Rest...PMI Indonesia Chapter
We can put project management in two ways in management. First, the strategic management level with emphasis on business transformation, change management and organization restructuring. Second, in more operational level.
In strategic management level, a project is defined as breakthrough initiative to execute strategy in order to response changes in business environment where organization should perform a simple change management, organization restructuring or even a radical business transformation.
In operational level, as defined by PMI, a project is defined as a temporary endeavor undertaken to create a unique product, service or result. It has a defined beginning and end in time, and therefore defined scope and resources. It is unique in that it is not a routine operation, but a specific set of operations designed to accomplish a singular goal.
There are several issues about project management in strategic management level. There are (1) alignment to business strategy, (2) business contribution of project using Measured Organization Value (MOV), (3) change management strategy for projects, (4) multi-projects management as governed by Project Management Office (PMO) and (5) project-based organization and agile theory of organization.
Riri Satria will address his empirical lessons learned as strategic management and organization development practitioner in project management (with emphasis in business transformation, change management and organization restructuring) combined with his experience as academician with theories in project and strategic management.
Why Organizational Change Management is Critical to Digital TransformationPerficient, Inc.
The drive towards digital transformation impacts every area of an organization from vision and strategy to architecture, technology, and operations. Working in a digital world requires many employees to change the way they do their jobs, but without the proper preparation and support, they might not be able to successfully make that transition.
According to Prosci's Best Practices in Change Management, critical business initiatives – such as engaging in a digital transformation – that utilize a proven change management approach are 95% more likely to be successful than those that do not.
We broke down change management in digital transformation, reviewed the elements that make a program successful, and answered common questions, including:
-What exactly is change management?
-How does it work?
-Why is it so important for digital transformation?
-What benefits should I expect?
-What are the first steps I should take?
This framework was created during a challenging ICT implementation project. I needed a way to get reluctant people excited and ready for their new working ways and processes, so I tested and tried different things. The one that worked was a combination of strategy, continuous change readiness measurements, picking the correct change management theory, communicating differently (and in different schedules) for different target audiences, using HR to pick the correct people to the core team and using the project management method, which suited the organization. This was an extreme experiment, but it worked. I've since tested it or parts of it in action in other change programs as well.
Organizational Change Management for IT ProjectsDavid Solis
Final project of the Certificate in Innovation and Design Thinking.
Management organizational change framework to ensure the complete success of IT projects
If you need a great program for change management in your organization. Here it is. I would be happy to offer this program to you free of charge and to actually conduct a one hour overview with your organization FREE, if you are in the Phoenix Area. Otherwise, enjoy and use this slide show.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management Risks And Barriers PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Change Management Risks And Barriers PowerPoint Presentation Slides. This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with eighteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Change Management Risks And Barriers PowerPoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
These time-honored tools and techniques can help companies transform quickly. And watch the video “How to Lead Change Management": http://youtu.be/PQ0doKfhecQ.
This is lecture 2 about the change management principles of sourcing. Mostly the sourcing approach is used as a five of seven step approach. This lecture will make clear that sourcing is a fundamental change an should be managed with the principles of change management.
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
Change is more difficult in today's environment. Companies are under great levels of inspection and have diverse generations of Milennials, Gen X and Boomers. This overview takes business leaders through key points that must be addressed by all stakeholders and staff.
LERNER Change Management: A Journey Planner 10-2013LERNER Consulting
Change Management is a journey. Understanding the root cause of change and building a comprehensive plan is essential. Keeping change alive and on track is more difficult than simply stating the goal. It may seem counterintuitive but change is not self-sustaining. A plan that is equal parts roadmap, process, technology and systems with well-developed communication themes is necessary. It needs to be nurtured with active support and management guidance. If that weren’t the case, incumbents would always be re-elected.
Digital Velocity 2014 Afternoon Keynote: "One Size Fits No One"Tealium
Presentation from: Jason Burby, Chief Performance Marketing Officer, POSSIBLE
For years marketers have been talking about the benefits of talking to different audiences in different ways. It is tough to argue against that approach, yet marketers are too often still creating generic visitor experiences, and missing out on opportunities to truly connect with customers and prospects. Jason will talk about what is holding marketers back, ways to overcome common barriers, and ways to start tailoring online and offline experiences to maximize success and client satisfaction.
Organizational Change Management for IT ProjectsDavid Solis
Final project of the Certificate in Innovation and Design Thinking.
Management organizational change framework to ensure the complete success of IT projects
If you need a great program for change management in your organization. Here it is. I would be happy to offer this program to you free of charge and to actually conduct a one hour overview with your organization FREE, if you are in the Phoenix Area. Otherwise, enjoy and use this slide show.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management Risks And Barriers PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Change Management Risks And Barriers PowerPoint Presentation Slides. This complete deck is oriented to make sure you do not lag in your presentations. Our creatively crafted slides come with apt research and planning. This exclusive deck with eighteen slides is here to help you to strategize, plan, analyse, or segment the topic with clear understanding and apprehension. Utilize ready to use presentation slides on Change Management Risks And Barriers PowerPoint Presentation Slides with all sorts of editable templates, charts and graphs, overviews, analysis templates. It is usable for marking important decisions and covering critical issues. Display and present all possible kinds of underlying nuances, progress factors for an all inclusive presentation for the teams. This presentation deck can be used by all professionals, managers, individuals, internal external teams involved in any company organization.
These time-honored tools and techniques can help companies transform quickly. And watch the video “How to Lead Change Management": http://youtu.be/PQ0doKfhecQ.
This is lecture 2 about the change management principles of sourcing. Mostly the sourcing approach is used as a five of seven step approach. This lecture will make clear that sourcing is a fundamental change an should be managed with the principles of change management.
Leading Change: 5 ways to transform your organisation's cultureEnnovate
A guide to leading change is based upon the authors experiences of over 10 years research and insights gained from working across multiple industries and helping large organisations to deliver transformative change. The authors are Ian Duncan and Cormac Murphy.
Change is more difficult in today's environment. Companies are under great levels of inspection and have diverse generations of Milennials, Gen X and Boomers. This overview takes business leaders through key points that must be addressed by all stakeholders and staff.
LERNER Change Management: A Journey Planner 10-2013LERNER Consulting
Change Management is a journey. Understanding the root cause of change and building a comprehensive plan is essential. Keeping change alive and on track is more difficult than simply stating the goal. It may seem counterintuitive but change is not self-sustaining. A plan that is equal parts roadmap, process, technology and systems with well-developed communication themes is necessary. It needs to be nurtured with active support and management guidance. If that weren’t the case, incumbents would always be re-elected.
Digital Velocity 2014 Afternoon Keynote: "One Size Fits No One"Tealium
Presentation from: Jason Burby, Chief Performance Marketing Officer, POSSIBLE
For years marketers have been talking about the benefits of talking to different audiences in different ways. It is tough to argue against that approach, yet marketers are too often still creating generic visitor experiences, and missing out on opportunities to truly connect with customers and prospects. Jason will talk about what is holding marketers back, ways to overcome common barriers, and ways to start tailoring online and offline experiences to maximize success and client satisfaction.
Top 10 turnaround tips charles darley 9.3.18charlesdarley
This presentation gives 10 invaluable tips for anyone getting into the Turnaround Industry or a regular manager who takes on a loss making company as part of their responsibilities
Succeeding in a change saturated environment - Being Human Change Community o...Prosci ANZ
We operate in change saturated organisations, in which the volume, speed and complexity of change is ever increasing. Constant change is the norm and as a result, managers and employees suffer from change fatigue.
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Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable.
An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.
I have recently received this certification of "How to Lead Projects in the Workplace". This is my Bottom Line PPT for what I will be taking to the workplace. This certification was very informative and I would appreciate any feedback! Thank You!
Visualisation & Visual Thinking In Action: Real Time Graphic Recording At An ...Ian Ure
At AllChange we use a broad range of visualisation techniques to help our clients execute better. Visualisation and the visual capture and representation of ideas is now gaining importance as a tool for building team cohesion, planning strategy, fostering engagement and triggering innovation. Of the many tools in the visualisation toolbox proving most indispensable and pervasive to our clients today are graphic facilitation and graphic recording.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Improving profitability for small businessBen Wann
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2. Mistake - #1 - Starting too late
• Pressure to act quickly undermines values and culture
• Leaders take drastic steps quickly with no time to explore
alternatives
• Values about participation, involvement, or concern for
people disappear
• Cynicism grows
18 October 2014 www.torbenrick.eu 2
3. Mistake - #2 - No winning strategy
• The best change program in the
world won’t do any good if your
organisation doesn’t have a strategy
for getting where it wants to go
18 October 2014 www.torbenrick.eu 3
4. Mistake - #3 - Fanfare
• All too often organizations announce big
changes and new programs with big events
and fanfare, but then very little actually
happens
• The initial energy and enthusiasm fades,
specific changes are never identified let
alone implemented, results aren’t realized,
managers don’t adjust, or maybe something
even better comes along leading to a new
“launch” with new fanfare
18 October 2014 www.torbenrick.eu 4
5. Mistake - #4 - Employees hear it from the media first
• Journalists dig for information, and
items can run in the media before
employees hear about them
• Middle managers look dumb and
uninformed
• Employees feel insulted and left
out
18 October 2014 www.torbenrick.eu 5
6. Mistake - #5 - Failure to make a compelling
and urgent case for change
• Failure to create a strong sense of urgency causes a change
movement to lose momentum before it gets a chance to
start
• Establishing a true sense of urgency without creating an
emergency is the first objective achieved to overcome the
routine of daily business
18 October 2014 www.torbenrick.eu 6
7. Mistake - #6 - Only focusing on the rational elements
• Organizational change will be extremely difficult in most
cases if managers rely only on making a case to the rational,
analytical, problem-solving side of the brain
• Instead, they must also make an emotional case for change
and align the rational and emotional elements of the appeal
• Before you can get buy-in, people need to feel the problem
18 October 2014 www.torbenrick.eu 7
8. Mistake - #7 - Not dealing proactively with resistance
• Managing resistance to change is challenging and it’s not
possible to be aware of all sources of resistance to change
• Expecting that there will be resistance to change and being
prepared to manage it is a proactive step
• It’s far better to anticipate objections than to spend your
time putting out fires, and knowing how to overcome
resistance to change is a vital part of any change
management plan
18 October 2014 www.torbenrick.eu 8
9. Mistake - #7 - Not dealing proactively with resistance
18 October 2014 www.torbenrick.eu 9
10. Mistake - #8 - everyone’s reaction will be
even remotely like yours
• One of the biggest mistakes you can make in initiating major
company changes is to expect that everyone’s reaction will
be even remotely like yours.
• Regardless of the catalyst for the change, it will be your
employees who determine whether it successfully achieves
its desired outcome.
• Organizations don’t change . People do – or they don’t.
18 October 2014 www.torbenrick.eu 10
11. Mistake - #9 - Lack of communication
• Change management communications need to be
targeted to each segment of the workforce, and delivered in
a two-way fashion that allows people to make sense of the
change subjectively
18 October 2014 www.torbenrick.eu 11
12. Mistake - #10 - Not enough leadership
• To many leaders focus too much on management and too
little on leadership
18 October 2014 www.torbenrick.eu 12
13. Mistake - #11 - Ignoring current corporate culture
• All change in organisations is
challenging, but perhaps the
most daunting is changing
culture
• When people in an organization
realize and recognize that their
current organisational culture
needs to transform to support
the organisation’s success and
progress, change can occur.
18 October 2014 www.torbenrick.eu 13
14. Mistake - #11 - Ignoring current corporate culture
Do not under-estimate the status
quo culture
• What are the values of the
current culture and will they
need to change to ensure
success?
Culture eats strategy for breakfast,
lunch and dinner
18 October 2014 www.torbenrick.eu 14
15. Mistake - #12- Failure to understand and shape
the informal organization
• Organizations usually have networks and coalitions of
people that are not visible on the formal organization chart.
These networks and coalitions help shape opinion
• They can either accelerate or retard change. Ignoring or
circumventing these groups can result in actual resistance
18 October 2014 www.torbenrick.eu 15
16. Mistake - #13 - Not involving the employees
• Leaders must actively involve the people most affected
by the change in its implementation
• This will help ensure employees at all levels of the
organization embrace the proposed changes
18 October 2014 www.torbenrick.eu 16
17. Mistake - #14 - Over-reliance on structure and
systems to change behavior
• Structural and systems changes help create a new context
and orientation. And they have the surface appeal of being
visible and fast
• But people do not become different just because you put
them in a new context
• Structures and systems, by themselves, don’t change
people’s behavior or give them new skills
18 October 2014 www.torbenrick.eu 17
18. Mistake - #15 - Failure to distinguish between
decision-driven and behavior dependent change
• Getting people to change their behavior requires a different
mindset and a different set of leadership skills than making
decisions about strategy
18 October 2014 www.torbenrick.eu 18
19. Mistake - #16 - Lack of skills and resources
• Change does not happen through goals and exhortation
alone. Like any business operation, It also calls for the right
skills and resources
• Organizations often simply fail to commit the necessary
time, people, and resources to making change work
• Paradoxically, successful behavior change often demands
the very skills the change Is trying to create
18 October 2014 www.torbenrick.eu 19
20. Mistake - #17 - Focusing only on the long term
• Large-scale organizational change is a long process
• Break down your vision into smaller short-term goals, and
communicate short-term successes at each opportunity
18 October 2014 www.torbenrick.eu 20
21. Mistake - #18 - Failing to plan small successive
successes
• An important part of sticking to the vision is to create
opportunities to achieve smaller goals along the way
• These small successes will not only work directly toward
achieving the desired change, but will create positive
feelings of accomplishment and the drive to pursue the next
goal
18 October 2014 www.torbenrick.eu 21
22. Mistake - #19 - Using the wrong indicators
to measure progress
• When a major change effort gets under way, executives
often are scared off by the symptoms of their success
• Don’t panic if you see problems vis-à-vis morale, job stress,
loyalty, the trust level or job satisfaction
• It could be proof that you’re doing precisely the right things
18 October 2014 www.torbenrick.eu 22
23. Mistake - #20 - Assuming that change is complete
once initial goals are achieved
• If you declare victory too soon, the focus will be taken away
from your efforts, and all traces of your hard work could
soon disappear
• Successful companies consistently re-evaluate their change
efforts to determine where other areas can be improved,
such as employee development and retention, new projects
and new systems and structures
18 October 2014 www.torbenrick.eu 23
24. Mistake - #21 - Excessively open-ended process
• Achieving fundamental change in an organization is at least
a 2 to 3 year process
• But organizations often run out of energy or lose focus after
9 to 15 months
18 October 2014 www.torbenrick.eu 24