Change Management

The difference between a well-managed organization and one that just bumps along is multidimensional leadership.  Success is the result of usefulness, which in turn comes from an understanding of what is necessary to make things happen.  

Successful organizations are managed in an atmosphere of joy and satisfaction.  It is much less work than spending every day feeling as though we can’t make a difference for our customers, family and our community.  The first part of causing success is to remember that the purpose of an organization is to help people have lives.  In a company that believes this, the results are obvious.  

Successful companies employ people who share a common interest in the activities of the company.  This is communicated in a variety of ways.  Strategies, mission, vision and values communicate the common interest of the employees and the organization.

It seems to me that there are three phases involved in getting an organization to respond to changing needs: conviction, commitment, and conversion.  Conviction is the realization or decision that something is desirable to do.  Commitment is when we get serious enough to give some time and effort towards the goals of the company.  The emphasis is changing.  Conversion happens within. When it happens there is no concern about going back to the old ways.  When you walk into a converted organization you stop to take notice.  Productivity is high.  Waste is a memory. 

The evolution of a company, the challenge of change management allows all employees to have the pride of accomplishment through the attainment of the company’s goals.  Managers can provide the focus necessary for future success and the opportunity to make something important happen for the future.  Getting people to cooperate enthusiastically is what management and leadership is all about.   The challenge that management faces is the challenge of change management.