And no, I’m not about to go on a sexist rant and label myself a misogynist…quite the opposite in fact. Here is the conundrum – more people die in hurricanes with female names. There are a number of explanations for this: God is a female and when she…
Browsing: Change Management
How many times have you had to deliver bad news and your opening line was, “Don’t shoot the messenger!” As we think about and develop communications, both internal and external, we often agonize over form, format, timing, messaging, technology, etc. in an attempt to ensure that what we are communicating will be heard, spread to others and even acted upon. What we don’t think about often enough is the messenger.
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.
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.