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Justin Barry
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"JustinBarry"

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CEO SIG presents The Challenge in Changing Organizations!

posted by LSF Guest, Premium MembershipSunday, March 28th 2010 @ 11:41 PM

 

 

Everyone knows how difficult it is to change organizations, which is why we want to explore this in more detail during 3.29-31.

Members and guests are welcome to contribute!

**********

Firstly, we will open up with a question....'As change management is key to the organization's survival and prosperity, what are the key lessons have you learned?"

 

James Matthews, New York

Comments

Sue
guest		 a guest said on Monday, March 29th 2010 @ 1:14 PM:

Communication is key and when you think you've over communicated your message - tell them again just for good measure.

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Elaine Jones
guest		 a guest said on Monday, March 29th 2010 @ 1:17 PM:

Changing and transforming an organization can typically takes years for a medium to large size organization.

Unless you constantly apply changes to the Senior Leadership over time it is sometimes impossible to change the culture.

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John Edwood
guest		 a guest said on Monday, March 29th 2010 @ 1:19 PM:

The organization must have an emotionally compelling case for change otherwise it will not be supported by the staff!

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Grazia
guest		 a guest said on Monday, March 29th 2010 @ 3:33 PM:

Never forget that you are dealing with people who are the organization's critical resources!

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Sean Raine
guest		 a guest said on Monday, March 29th 2010 @ 3:34 PM:

Figure out where your organization is first before you sprint ahead!!

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LSF Guest
Premium Membership		LSFGuest said on Wednesday, March 31st 2010 @ 12:09 AM:

Some excellent comments everyone, thank you sharing some interesting views on this.

I will leave today to see if anymore comments come through on people's experiences and explore on the final day some key action points for managing and implementing change.

James Matthews!

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Jason Kone
guest		 a guest said on Wednesday, March 31st 2010 @ 12:14 AM:

Its all about leadership and connecting with staff using emotion. Many managers see change as an strategic problem to be solved with systems/processes and organizational responses. A systems approach is a useful guide - but lasting change has to tap into the emotional dimension

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Agnes
guest		 a guest said on Wednesday, March 31st 2010 @ 12:15 AM:

Change is successful only if those directly impacted are engaged and can speak their mind to the way forward.

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James Curren
guest		 a guest said on Wednesday, March 31st 2010 @ 12:16 AM:

one thing that matters most is leadership that is visionary,inspiring and engaging.

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david hellmen
guest		 a guest said on Wednesday, March 31st 2010 @ 12:18 AM:

Listen attentively, communicate.....listen again and keep your ears open to feedback!

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Ted Corran
guest		 a guest said on Wednesday, March 31st 2010 @ 12:19 AM:

learn how to adapt in a changing and dynamic environment that continues to change every day!!

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seamus kern
guest		 a guest said on Wednesday, March 31st 2010 @ 12:21 AM:

There are very few short-cuts to real, lasting change.

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Sinead Jones
guest		 a guest said on Wednesday, March 31st 2010 @ 12:23 AM:

I have learned that "communication" is critical to the success during organizational change. Two way communication is the Critical Success Factor

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LSF Guest
Premium Membership		LSFGuest said on Wednesday, March 31st 2010 @ 10:51 PM:

Thank you everyone for your continued feedback.

The main thread of suggestions touch on

  • communication, feedback channels
  • inspiring leadership
  • and other great points of view!

I would like to end this suggesting that the leader must choose a very careful implementation strategy that takes into account the organization's capabilities for change.  Ideally the pace of change can be tailored to the organization's needs also.

Good luck everyone!

James Matthews

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