Change is now an integral part of business, on the same footing as customer management, cash flow management or resource management.
The need to evolve and transform rapidly and frequently without paralyzing the company has become an essential quality for any organization that wants to implement change successfully and not regress.
Change is a chaotic phenomenon, so it is difficult to grasp and control.
The CEO must target certain competencies when hiring a manager or deploying a change management team. The need to develop these competencies in conducting change is essential to ensure an “efficient” transition.
There are several types of change. Among them we should mention:
Multiple factors bring about change. Some of them are:
Organizational change can cause major imbalances within companies. To avoid slipups, it is important to clearly understand the four basic principles behind any change. They are:
First, the principle of comprehensiveness: change requires joint action on the company’s components and its motivation.
Second, the principle of rupture: change is a process that requires imbalance and instability over a period of varying length.
Third, the principle of universality: change requires the participation of all of the company’s employees.
Fourth, the principle of indeterminacy: change may be guided, but cannot be perfectly controlled. The method used to manage change must be flexible and supple, at the same time as it is precise and rigorous.
A good 10-point methodology exists, applicable during a change within a company. It is available in detail in the full version of this clip.
As a reminder, don’t forget that:
To find out more about this topic, we suggest you read the reference document.
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