Change management for impactful transformation

Change has become a constant in our work environment and beyond. In addition to proper planning and monitoring, several factors should be met for change to occur successfully. For example, people should be aware of their inner resources and resources in contributing to change; both individual and organizational mindsets should be open and ready for this; people should know the compelling reason for the change; change promoters should act as ambassadors and catalysts.

Therefore, leaders and those responsible for making change happen should place great emphasis on these factors from the outset.

• Business and organizational change simulation "Transformation"
  • The Organizational Alignment Model (Tosi and Jackson): Strategy – Infrastructure – Culture
  • Assumptions and values
  • Problem identification & Goal setting
  • Action steps
  • Management approach & Feedback and communication
• The 3 main factors: Enabling the ability to change; Communicating for results and Monitoring implementation and mood
• Aactivating the ability to change
  • Awareness of the business environment
  • Tool: Radar of business realities
  • Model of consequences: I know + I care + I can = I do
  • Tool: The curve of adaptation to change
• Communication for COLLECTION resultstheir
  • Providing information that others need
  • Tool: Completing the information gap
  • Tool: Matrix of change messages
• mONITORING implementation and mood
  • Tool: Rapid progress analysis
  • Tool: Checking the current capacity
  • Tool: Monitoring of systems, practices and policies
  • Tool: Reaction to resistance