Why is it so important to manage change for every leader?
There is a cycle of change we can define as a circle of continuous improvement. How do you implement a framework like this in your organization and why should the first phase be driven by an independent change manager?
When impacted of influenced by a business transformation or change assignment fear could interrupt with independent decision making: the political bias. Next to that being in the same working environment day in day out can bias your view on the current state of the organization and steps needed to evolve.
Change almost always comes with resistance. A natural human reaction to the possible loss of security, rational or not. An independent advisor can help you coach and guide your employees to a growth mindset: making change the constant variable.
A person who is focussed on gathering and spreading information for change communication benefits makes sure that the business needs are met. Not only the business needs of the market, but also business needs of the internal organization.
A fresh new take by someone who has seen a variety of companies, branches and structures can katalyze innovation. Insights in trends, best practises from a broader reference can create new creative possibilities.
A very important aspect of change and transformation is the speed and quality of communication. Mixing the right competences within this communication, coaching (leadership) and mediate where necessary are important measures. The change manager is the katalysor of guided movement in a changing organization until the line functions implement the design operationaly.
When change is the only constant – being more and more unpredictable than ever – even the largest corporates encounter new challenges.
Making their business structures agile enough to adapt and innovate at disruptive environments whilst keeping employees healthy, happy and motivated in the meantime is the objective of this era.
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