People Need Some Constancy (Besides Change)

Change Plans are Often Overwhelming
JOVEN SAN PEDRO, Consultant, Philippines
This is so true. Change plans are often so overwhelming and so damning of the current situation that people begin to feel fear, and later even anger.
Then the energy needed to get the change started disappears just as soon as the change plans get communicated...

The Foundations of Change
Mrs. Josephine Idele, Partner, Nigeria
Change in itself is the only variable that is constant in life as we (humans) cannot remain static and neither can any living creature or thing.
The evolution of change does definitely need a strong foundation such as a corporate culture of an organisation where variables like trust, partnership, development, ethics, transparency etc. These are the building blocks upon which any change is anchored or will be attached to in the short and long term. Conversely, change cannot stand alone without the objects or situations or circumstances that yearn for the rebirth: a rebirth maybe in the sphere of behavioural patterns, ideology, norms, culture, values etc.
This rebirth in the form of change would lead to re-orientation of mind-sets, attitude, and creative thinking and innovation. From any angle that change is considered, it is a phenomenon of life.

'Charity Begins at Home' in Change Management
Peter Matumbo, Student (MBA), Malawi
Interestingly while most of us believe we cannot survive without change, we are often resistant to it, but despite of that we try to be forceful on others to accept change.

To Change or not to Change - That is the Question
Dr Gary Jones, Business Consultant, Australia
Change is a state of business. 'You can be on the right track, but if you stop you will get run over'.
It is a very complex state. There are many advocates that say change should be transformational, others transitional, and of course transactional.
In fact they are all relevant.
Then how is change mapped out - scenario planning is one way where a scenario is planned in the companies strategic plan. The trick here is to plan the change drivers and the operational plans to re-organise the company once the scenario unfolds (is triggered). You can prevent reactionary actions if the scenario planning had the staff involved in its preparation. I could go on here for years - lol.