Important point that can have a huge impact

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You can comment First time here? Sign up for a free account: comment on articles and access more articles. Comment by Praveen Kambhampati y/y/y I posted some steps in the link that shared this article. It's reposted below for context. Employees of an organization are often aware of difficulties and conflicts that adversely affect the function. They often have no idea how to change but not what must change. Another constraint is about who rings the cat, which is sometimes top management who is ready to initiate a change management initiative but needs more time to change themselves. The third is an approach with a methodical roadmap and enough time to adapt to changes that are not related to current processes and may cause losses to the organization.

The impact of change must be considered from a point in time that is closer to the impact of change and is future-oriented. Representation from across organizational functions is another  on change. The change that is being talked about everywhere prepares people to view it more or less as a necessity rather than a choice to adapt to change. Change Job Function Email List management initiatives must be planned to see results with the explicit involvement of people. Initiatives under the OpEx or Six Sigma banner are successful because the budget, people involvement, change environment and management control are actively communicated, well planned and driven with a clearly scoped but limited agenda.



A compelling approach rather than an intrusive one always yields more results in driving change because something new and a small start is followed up aggressively. We also need to make it a very visible public matter across the organization, particularly within relevant functions. Announcements of initiatives and organizational intentions and policies to accommodate change should be loud and clear. Metrics are the most common and effective things to communicate more effectively to relevant people. It does wonders for people’s mindsets, making it easier to talk to them about what to do next than a long motivational speech about change management.