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Managing Change

  • Managing the Business in Tough Times

This seven minute video clip offers some great reminders about critical strategies the manager needs to apply in order to navigate the business through these challenging times. How to motivate staff and how to cultivate better relationships with customers are all discussed, as is the need to be innovative and adopt a fresh perspective to the way the business operates.

  • Managing Change

Any organisation needs to be able to “move with the times” and adapt to changing conditions in the marketplace. This means a core management skill to develop is the capability to manage organisation change.

The following short clip offers some great brief tips on managing change – produced by IBM and offering a link to an IBM site where further useful information can be obtained on the theme of change management. The clip reminds us of the importance of keeping people informed through the change process, and seeking input from stakeholders to help build ownership to the process ……..

  • A Three-Step Change Formula

Rich Allen is a US business coach and he offers some tips on introducing change into your business. He says the first step is to identify the factors causing dissatisfaction in your business – whether it be to your staff or to your customers, because these are the areas ripe for change.

The second step is to develop a vision of how you want things to be – what would be the ideal situation. This vision then needs to be shared with your staff and other key people, so as to bring them on board with you.

And the third step is to develop an action plan that recognises how to deal with resistance to the change.

  • Managing Organisation Change

This outline of a change management process for planning and managing change is a terrific summary of Professor John Kotter’s highly respected change model.

  1. Analyse the need for change – assessing the need, desire and capability to succeed
  2. Create a sense of urgency within the organisation – explain the risks and consequences if change doesn’t occur
  3. Build a co-alition of support amongst key stakegolders, who can work with you to guide the change process
  4. Design the change implementation plan
  5. Communicate the vision and the plan
  6. Provide leadership throughout the process
  7. Create change champions at all levels of the organisation
  8. Anchor the change and reward success
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