What are the Reasons for Change?

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Change Management Iceberg > Best Practices > What are the Reasons for Change?

What are the Reasons for Change?
Dan Kwof, Ghana, Member
Why do we really need change in the first place? What are the sources / reasons for the need to change?

Reasons for Change
Rebecca Roe, United States, Premium Member
Nothing stays the same--nothing. Maybe similar, but each day is a new one with new variables--like another verse on an old song.
People don't like change for a variety of reasons, which we have exhausted here in this site. Managing change is needed to coordinate the change like a conductor leads an orchestra. You want all the players to play a melodious tune, not a bunch of noises.

Reasons for Change
Mosa Justin, Management Consultant, Madagascar, Member
Just to respond to Dan Kwof from Ghana: "Only a baby with a wet nappy likes changes" (unknown author). From this view, not all change pleases but can be needed by circumstances and often by the natural law of growth. Every human being deals with change during his lifetime.
The reasons for change could be: survival, growth, life improvement, betterment of welfare etc... They must be strong motives pushing to action leading to change.
So change could be led by a positive reaction to negative circumstance as well it could be a proactive action towards a desired result or in order to achieve a vision.

Change is the Only Constant
David Wilson, Manager, Canada, Premium Member
Change is created by a variety of internal and external drivers (Walmsley, 2009). You should review Built to Last (Collins & Porras, 1994).
You need to consider "visionary companies," who have strong visions, missions, and values. These organizations (e.g., 3M, GE, Walt Disney, and Toyota) support and promote innovation and creativity and recognize change is ongoing - all you have to do is review the past 100 years to understand that change will happen.
Visionary companies are great places to work, and they are generally considered to be learning organizations. Without change, these organizations would wither and die, and they would be beaten by their competition.
You should also read Built to Change by Lawler & Worley (2006), who focus on core values (e.g., customer service, communications, collaboration, continuous change, learning, and innovation) are structured to be flexible and adaptable organizations. Organizations also need to be change-ready, which requires the right talent, intelligence, systems, and processes.

The Risks for the Organization if there is no Change
Istvan Szeman, Consultant, Hungary, Member
I think it is fundamental to make it clear to the employees that not changing would place the organisation at risk sooner or later. Likewise, it can possibly be an expectation from each employee to look for possibilities of doing things different and improve.
It is human nature, nevertheless, to stay in the relative comfort of the status quo. For that reason, it requires a constant management effort to keep the risk of remaining in the comfort zone on the agenda.

Reasons for Not Wanting to Change
matovu patrick kayisali, Accountant, Uganda, Member
It is by nature that some people always fear change whether for the good or the bad.
But above all they should know that whether changes are visible or not they must accept and adapt to the changing environment around them.

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