A recent white paper from SAP proclaims: ”The ability to attract, retain and manage talent will soon become one of the biggest factors in determining organizational success”. While the paper is focused on the unique challenges that millennials pose to organizations, the points it makes are broadly valid.
Browsing: Change Management
As you can see we are bombarded by change every day and it feels like the pace of change is rapid. Regardless of the source or pace of change, there are predictable and inevitable responses to change. Here are a few things you might hear that indicate a resistance to change:
The sponsor of change is a senior officer, one who holds the organizational power to legitimize the change. This person knows when the time has come for change and has the confidence and strength to do something about it. The sponsor goes forth and leads—overcoming obstacles, finding truth, and sharing knowledge. Significant organizational change will not occur unless those who legitimize or mandate the change demonstrate FULL commitment to the task.
A question that has been asked repeatedly after my last post is related to asking the right questions so I thought that instead of responding individually, I would use this week’s blog post to respond to it. Those that have been through the Decision Making or Change Management…
Hewlett-Packard is now in the middle of a huge decision. Spin-off the personal-computing division or not to spin off-that is the question. They have discovered that the split has bigger implications than previously thought and are now trying to decide which course of action to take. Click to learn what these implications are, where Hewlett-Packard is in the decision process, and how the Supply Chain organization has become a deal breaker.