Conclusion
Choosing change intervention tools:
Change is not primarily about riding the new waves; it certainly is about taking risks,
Risk taking comes with being a leader but learn to lever change interventions into the border directions of the organization in order to increase the effectiveness of change.
- Levels & depth of change intervention
While change can be effected at various levels, not all type of intervention guarantee the longevity of change for the organization. However, its not only depth which is important but also the blending of depth.
1- Levels of change: ➢ Whole organization or system ➢ Division or business unit ➢ Intergroup or workgroup ➢ Personal
2- Type of change: ➢ Mergers / Acquisitions ➢ Strategic repositioning / Restructure ➢ Technical and system change ➢ Work Design ➢ Human system design ➢ Cultural change
- Some current change intervention tools:
Over the past decade there have been several meta, or larger-than-life, forms of change intervention employed by organizations seeking to raise or keep their performance at world-class levels.
The intervention tools and system of thinking we refer to are:
➢ The balance scorecard ➢ Total quality management and bench marking ➢ Re-engineering of work process ➢ E Change
- Making Change Work
Change is the new normal; today's dynamic work environment is causing organizations to reframe the traditional view of what "normal" is. We are witnessing the effects of globalization, technology advances, complex multinational organizations, more frequent partnering across national borders and company boundaries - just to mention a few of the enablers and accelerators of change.
- Plan & Adjust
With a thorough understanding of project complexities, build a change plan to address them. As the plan is communicated, tested and executed, be prepared to adapt it frequently as needed to handle the
Change is not primarily about riding the new waves; it certainly is about taking risks,
Risk taking comes with being a leader but learn to lever change interventions into the border directions of the organization in order to increase the effectiveness of change.
- Levels & depth of change intervention
While change can be effected at various levels, not all type of intervention guarantee the longevity of change for the organization. However, its not only depth which is important but also the blending of depth.
1- Levels of change: ➢ Whole organization or system ➢ Division or business unit ➢ Intergroup or workgroup ➢ Personal
2- Type of change: ➢ Mergers / Acquisitions ➢ Strategic repositioning / Restructure ➢ Technical and system change ➢ Work Design ➢ Human system design ➢ Cultural change
- Some current change intervention tools:
Over the past decade there have been several meta, or larger-than-life, forms of change intervention employed by organizations seeking to raise or keep their performance at world-class levels.
The intervention tools and system of thinking we refer to are:
➢ The balance scorecard ➢ Total quality management and bench marking ➢ Re-engineering of work process ➢ E Change
- Making Change Work
Change is the new normal; today's dynamic work environment is causing organizations to reframe the traditional view of what "normal" is. We are witnessing the effects of globalization, technology advances, complex multinational organizations, more frequent partnering across national borders and company boundaries - just to mention a few of the enablers and accelerators of change.
- Plan & Adjust
With a thorough understanding of project complexities, build a change plan to address them. As the plan is communicated, tested and executed, be prepared to adapt it frequently as needed to handle the