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justice makhado
Management Consultant, South Africa
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Are we Managing Change or the Perceptions about Change?
Are we even managing change or are we managing employee feelings about the change?
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Gary Wong
Consultant, Canada
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Managing or Leading Employees
I believe we manage things and inanimate objects and we lead people. That's because we cannot control other people's attitudes, feelings, behaviours; we can only influence them to act in a way that's desirable to us.
As a change leader, we first appeal to their emotional need for change, set a future state vision of change, and describe the initial steps to start down the different path. This is the communication side.
We also must give them reasons to believe change can be executed. This means enabling the employees with time and money to participate in the change.
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Leutloela, Lesotho
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Managing Change or Employee Feelings About Change?
Yes on appeal to their emotions and giving them reasons, but we should also empower them by asking them to read theories of change so that we do not test our choices on them but rather we all participate with the same or equal level of knowledge.
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Gary Wong
Consultant, Canada
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Empowering by Reading Theories of Change
Leutloela: I agree with your comment. I provide change theory material and testimonials in the initial steps.
Belief that change can be executed comes from acceptance and feeling they are empowered to make the change happen.
Besides decision-making authority, empowerment includes the power to spend time and money to achieve the vision of change.
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Julius Tubili
Interim Manager, Zimbabwe
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Managing Change
Gary; your change management tactic is spot on, I will try it.
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justice makhado
Management Consultant, South Africa
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Managing the Perception Towards Change
Thanks for your responses, very thought provoking,
I always say to candidates: change always starts with an individual. You should not spend time waiting for others to change. You must look at yourselve and make the commitment to change and things become easier as they move along with the change.
So that means we 'sell' this notion to candidates and show the benefits of the change to themselves and to the organisation.
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Gary Wong
Consultant, Canada
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Change Starts with Self
Justice: your comments are totally accurate. When we start change with self, we practice what is called the inside-out approach. This is also reflected in habit 1: be proactive in the 7 habits of highly effective people.
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Lawrence Gqesha
Analyst, South Africa
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What are we Managing
We manage the processes and lead the people. People should change their attitude toward change in order for it to be effective. Support systems or methodologies should be in place to provide support t (...)
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Dr. Luis De La Cruz
Professor, United States
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Managing People Who Execute Change
People, structure, environment, and culture stimulate or depress innovative organizational change according to O'Sullivan and Doodley (2009).
These four factors require the influence of a team-orient (...)
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Caroline A Vine, United Kingdom
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Change may be Unwelcome, but is Necessary
The one thing that's consistent in business is change itself. If we don't change we don't evolve and get left behind. Gone are the days when we could remain status quo and don't change as everything e (...)
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justice makhado
Management Consultant, South Africa
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Are we Really Managing the Change
What then do we do with those who won't change, as the longer they are part of the group considering to change, the riskier it becomes as they will definitely campaign against the change. (...)
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