Managing Change

One often hears the comment that "there's nothing new in management", and this perception, real or not, can be the cause of lack of engagement in change projects.

What is the balanced scorecard? Why should we use one? Failure to definitively answer basic questions like these is negatively impacting companies' success with scorecard implementations.

There is almost an obsessive focus on the technology revolution and the impact it is having on people in the workplace. Much of this misses the most critical issue and may well be the reason many change initiatives fail to achieve the anticipated benefits.

Managers often make the mistake of assuming that once a change is started, that employees will see that it is going to take place, and get on side. This is rarely the case.

Ever considered why successful people are successful or how successful businesses achieve their success? There are a number of common beliefs amongst successful people and organisations, and one of them certainly is that the only constant is change. Unfortunately, this sometimes leads to change being made just for the sake of change and without the right foundation.

Change in life and in business is inevitable. Resisting is as futile as it is frustrating. Success in business is often determined by how effective an organisation manages change. The need for change is increasing and organisations must be capable of effective change in order to succeed in the future.

Communicating to staff during any organisational change, restructure or merger is tough. Senior managers can lose touch with front-line issues or be fearful of communicating with their staff until they have "all the answers."