Organisations must constantly change and adapt in this new digital age with technology changing as we speak. Embracing change as a new responsibility can be daunting. Organisations and businesses who undergo change can find it seemingly unstructured and chaotic. With no purpose and direction managing change can become very complex.
Taking a structured approach to change
By tackling change head on in a structured manner will help you shape predefined future and realise the benefits to the business.
Guiding people through change so they can adapt to new situations is the objective of change management. Change is all about the people. Planning people’s capabilities and needs to fully integrate into business processes is paramount.
‘People are at the heart of change.’
People’s values and behaviour all work for and against change in organisations. People issues have proven to be a mitigating factor in most change programmes. Success or failure of a programme is often determined by an organisation’s employees.Understanding why the change is happening and what the changes mean for the organisation’s people can dramatically improve their co-operation and receptiveness to the change. Working collaboratively at all levels within an organisation is a key factor in delivering change effectively.Fear and confusion can be managed effectively through communications with the organisation’s employees during and after the change. Managing employees pro-actively will result in a better working environment increasing productivity for all within the changed organisation. People accept the change, though initially, there may be a few teething problems in the early days these difficulties are managed well through communications.
The 4 facts that you should know about CIOs
4 facts you should know about CIO’S # CIO’S #digital
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