Many roads lead to Rome. But there are roughly only two options if you want to go to Italy from the Netherlands as quickly as possible: through Germany or through France. The same is true for planned change in organisations. Every process of change is unique. That doesn't alter the fact that there are, all in all, not many different ways to approach change.
The objective of this test is to strengthen your understanding of change processes in organisations and will show your preferences regarding five paradigms for change. Our approach to change, characterised by colours, is more than only a method. The colours represent values, standards and ways of thinking we are attached and have become accustomed to. "I for my part always drive through France." Thinking about change by means of these colours stems from a desire to influence change in organisations. The colours make it easier to choose the most favourable way to deal with a certain problem in a certain organisation. And, what is more, to communicate about change. Using colours discussion partners may sooner recognise and characterise one another's partiality. This self test is intended for managers and consultants who are (also) responsible for managing change. Specific knowledge of change is not necessary, but participants need to be familiar with managerial and organisational jargon.
There is no easy way to manage strategic change, and no simple formula that will work in all cases; this article simplifies a very complex subject. It is emphasised that change must be context sensitive. The culture web framework is introduced as a means of addressing the ‘softer’ issues, which is a critical first step, as barriers to change must be identified. The change kaleidoscope will help managers to understand the change context and plan for transition. 'Strategic Change' by J. Balogun.
Thirty years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail. Why do they fail? Because organizations often do not take the holistic approach required to see the change through.
However, by following the 8-Step Process outlined by Dr. Kotter, organizations can avoid failure and become adept at change. By improving their ability to change, organizations can increase their chances of success, both today and in the future. Without this ability to adapt continuously, organizations cannot thrive.
Dr. Kotter has proven over his years of research that following The 8-Step Process for Leading Change will help organizations succeed in an ever-changing world.
Zeven vragen adresseren de meest hardnekkige problemen bij het sturen van veranderingen. Zeven richtingaanwijzers, gebaseerd op beschikbare inzichten uit de praktijk en de literatuur, bieden enig houvast. 'Veranderkunde in zeven vragen' door H. Vermaak, dit artikel is te beschouwen als een veranderkundige tour d’horizon.
Change management is the process by which an organization gets to its future state, its vision. While traditional planning processes delineate the steps on the journey, change management attempts to facilitate that journey.