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Obviously, when change is planned, like a new information management system or a different accounts payable procedure, change management can also be planned to minimise employee resistance. When an unplanned change occurs, like a sudden economic downturn or a shortage of resources, managers are taken by surprise and adaptation may not be as organised.
An unplanned change occurs randomly and spontaneously without any specific intention on the part of managers or employees of addressing a problem.
The net result of technological change for all organisations is a greater requirement for strategic planning. All of us must continually ask the question "What do we have to do now to attain our objective tomorrow?" Through this process we can anticipate changes, including those brought about by technology, evaluate the various alternatives available to us to cope with those changes, and be prepared for the future as it arrives.
Structural changes are changes made to the organisation’s structure that might stem from internal or external factors and typically affect how the company is run. Structural changes include major shifts in the management hierarchy, team organisation, the responsibilities attributed to different departments, the chain of command, job structure, and administrative procedures.
People don’t change for policies or procedures, and they don’t change because they read a brochure. Rather, people change for other people—for each other or for themselves. This key insight is now shaping successful change management efforts, a concerted push toward a more people-centric inclusive model of change—a democratisation of what has previously been conceived as primarily a top-down process.
In today's rapidly changing business landscape, leaders are often faced with the daunting task of steering their organisations through strategic change. Navigating these shifting tides requires confidence, adaptability, and a clear vision. In this article, we will explore effective strategies and best practices for leading strategic change with confidence.
Change can often be met with resistance and uncertainty, making it essential for leaders to approach it with a well-thought-out plan. By fostering a culture of open communication and transparency, leaders can help their teams understand the need for change and align their efforts towards a common goal. Additionally, providing support and resources throughout the transition can alleviate concerns and enable individuals to embrace new ways of working.
Successful leaders understand that leading strategic change is not a one-size-fits-all approach. It requires the ability to assess the unique needs and challenges of the organisation, and tailor the change management plan accordingly. Whether it's implementing new technologies, restructuring teams, or adapting to market trends, effective leaders proactively seek opportunities for growth and innovation.
By equipping themselves with the right strategies and mindset, leaders can confidently navigate the shifting tides of change and guide their organisations towards a successful future.
Organisational change is necessary for companies to succeed and grow. Change management drives the successful adoption and usage of change within the business. It allows employees to understand and commit to the shift and work effectively during it.
Without effective organisational change management, company transitions can be unpredictable and expensive in terms of both time and resources. They can also result in lower employee morale and skill development.
Organisations must constantly evolve and adapt to meet a variety of challenges—from changes in technology, to the rise of new competitors, to a shift in laws, regulations, or underlying economic trends. Failure to do so could lead to stagnation or, worse, failure.
Approximately 50 percent of all organisational change initiatives are unsuccessful, highlighting why knowing how to plan for, coordinate, and carry out change is a valuable skill for managers and business leaders alike.
The road is littered with failed transformation programmes that were set up in the traditional way: Leaders define objectives, design a project plan, agree on KPIs, and recruit the right people. As many executives, academics, and consultants can relate to, the rate of failure in transformations is still far too high, and one that organisations can ill afford in these disruptive times.
In order for transformation to be successful, leaders must approach it in ways designed to mitigate emotional harm to — and drive emotional commitment from — employees.
Netflix is famous for being one of the most significant case studies for a successful business model transformation. Netflix originally began as a mail-based rental business through a subscription-based system that specifically focused on selling DVDs.
However, with the decline of the VHS in the early 2000s and the eventual decline of DVDs in the 2010s, sales for Netflix had started going toward a downward spiral.
24/10/2022 0 Comments
In an uncertain and ever-changing world, organisations need to have a solid foundation of resilience to not only survive but thrive. This is especially true in times of crisis or economic downturns. The ability to adapt and pivot quickly can mean the difference between success and failure. In this article, we will explore the power of organisational resilience and delve into the strategies that can help businesses stay afloat when faced with adversity.
Resilient organisations have the agility to navigate through challenges and bounce back stronger than ever. They have the ability to anticipate potential disruptions and proactively implement measures to mitigate their impact. By fostering a culture of innovation and continuously learning from both successes and failures, these organisations are able to adapt to new circumstances and opportunities.
Join us as we examine real-life examples of organisations that have demonstrated remarkable resilience in the face of adversity. Learn how they have embraced change, nurtured a growth mindset, and consistently exceeded the expectations of their customers and stakeholders. Discover the vital role that organisational resilience plays in building a sustainable and prosperous future.
Gestaldt Consultants, Partners and Thought Leaders.
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