All management training
course participants will receive a FREE online license to the HRD management and elearning system described on www.hrdonline.co.uk for a period of 3 months.
Whilst this article on managing organisational change is not intended to deal with all aspects of change management nevertheless I hope you will find it both interesting and useful. Please be assured that should you need any help with managing your organisational change projects then I would be delighted to visit you without obligation or expectation.
Trevor Wood
honesty is critical during organisational change
without knowledge of organisational change aims people cannot participate
organisational change is unsettling for most people
when people participate in defining organisational change objectives the more they will be committed to getting results
people value recognition for their change management endeavours more than material rewards
traditional cultures do not recognise or respect mature individuality yet change management expects people to behave like adults
organisational change cannot be effective without the full commitment of every person involved or affected by the change
it is people's behaviour during organisational change linked to clearly defined values that promotes trust during the change management process
team working and inter-personal relationship are fundamental if the change management process is to be successful
for unity to be maintained throughout the change management process people need a clearly defined role and a shared vision of the change aim
organisational change is more effective when people are empowered and given the time needed to implement quality into the change process
organisational change needs individual behaviour and attitude change
to achieve individual behaviour and attitude change first the organisational change of culture and systems
the change management process must inspire and motivate people if it does then organisational change will enhance productivity
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