Managing Change is in the Essence of Management

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Change Management Iceberg > Best Practices > Managing Change is in the Essence of Management

Managing Change is in the Essence of Management
Carlos Oliva-Velez
If there are no needs to change, why do we need management? Managing change is in the essence of management. A daily routine (almost impossible in these days) would strongly reduce the need of managers in any kind of business.
But we all know that change is there almost every day What is key is the capacity to foresee the process of change.
In order to do this you not only need good internal information but also up to date external information. We need to explore the iceberg continuously, otherwise we may be caught off side. When we become managers, no matter the business size or ownership, we need to accept that we will face change several times. When we are prepared for it, better results will come out from our decisions. There is no chance to sit comfortably in a status quo which is not real but purely apparent. Change is part of our existence.

Managing Change is Important
Alege . J. Afam
Yep. Quite agree with you. As long as change is constant... We will continue to experience it whether consciously or unconsciously.

Managing Change is Important
Jose Gerardo Valdez Macias, Manager, Mexico, Member
Totally agree with you, if eventually organization changes are not required in your business unit, surely your service is not required as well as half of your management staff. With 50% leftover should be enough to keep the ship floating. For how long?

Managing Change is Essential for Managers
Andrea Kelly
I certainly agree also that managing change is the essence of management as managers have to help their teams to manage, implement, initiate, accept, reinforce and cope with change. They have to lead by example and help their teams to buy in to the change which is being implemented and keep them abreast with information that is necessary, clear and sufficient. Change many times causes people to go through denial, anger, resistance and depression. Managers, even though theyare also part of the change themselves, have to assist their team in managing change.

Need for Change Leaders
David Wilson, Manager, Canada, Premium Member
Leaders need to be flexible, change champions.
If a leader does not accept change, then perhaps they are the wrong person in the right job, change should be clearly communicated, consistent with business strategies, and well planned. Commitment (by a core group) and motivation are necessary.
Change is an opportunity to create a creative and innovative organization. It is not always bad, when it fails, it maybe the due to the top, middle or bottom of the organization. Depending upon the nature of change a top-down approach (Kotter, 1996, p.21) or a bottom-up approach (Quinn, 1996, p.6) could be preferable.
Barriers and resistance are reduced by open communications, listening to concerns, educating through facts, and looking to the future. Fullan (2001) states that organizations need great leaders (e.g. transformational) who challenge us… to learn new ways to make more good things happen (pp.1-4). To do this, leaders must “pursue moral purpose, understand change, develop relationships, foster knowledge building, etc." (p.11).

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