It’s widely felt that failed attempts by organizations to change is due largely to the resistance from those at the bottom of the organization. Even if it was true, and there is good reason to doubt it, hardly anyone a
Communication is the channel through which an organization’s culture and performance is influenced, for better or worse.
The idea of managing the emotional culture of your organization sounds appealing, doesn’t it? And yet, there are a number of problems that you ought to be aware of.
Much has been made of the idea that organisational memory inhibits changes that senior managers want to make. They feel plagued by the attitude still clung to by some that “that’s the way we’ve always done it.”
Lest there be any confusion, let’s make sure we’re on the same page: Leadership, by definition, means that you have followers. If no one is following you, then you’re not leading.
Change Management, Resistance to Change
Whether you want it to or not, your organization is changing either into what you would like it to be or into something else. You’re not actually standing still. Do you want to go where you are heading by default?
All of us are insecure to a certain extent. Some are better at hiding it than others. All of us perform better if we believe that what we are doing counts for something; how much do your team feel they and their activiti
Like many things that happen in a cosy academic change management library, in theory all the models work – in theory
An exploration of some of the reason for the high probability of change initiative failure
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