It is crisis that forces most people and organizations to transform. Without experiencing crisis, most institutions and individuals would stick to their routines. With the old routine, it is not guaranteed that the desired results will be achieved. It takes the expertise and input of a change management consulting firm to complete the inter-phase and achieve desired transformation.
Transformation can be achieved by adhering to different models. These models are unique based on their guiding principles and the areas where they can be applied. Some principles only work in particular scenarios and will fail terribly in others. The application of a wrong model will not lead to the circumstances you desire. Each individual or organization should select a model that works best for his particular circumstance.
The reason many organizations attempt to do things differently and fail is because of resistance. People want to continue with the routine that they have been used to. There also are emotional links to the existing patterns that are difficult to cut. Each situation will be different depending on the type of people you are dealing with, their number, work culture, logistics involved, complexity of the institution and time frame, among other factors. Even the budget and plans made will affect the rate of success.
When implementing changes in an organization, you should expect stress on different facets of the organization including its budget, company culture, work morale, relationships, efficiency, power structure and office politics, among others. There is also a lot of stress on decision making, company identity and organizational structure. However, these elements are the determinants of performance and will affect your bottom line.
There are instances where organizations have achieved transformation even with the absence of consultants. However, this is a long, expensive and sloppy process because it lacks the independence mindedness that comes with consultants. Consultants lack the attachment that might cause internal workers to ignore faulty systems. In the absence of familiarity, consultants will install systems that are unique and that can deliver the expected results. Experienced consultants will offer a powerful combination of strategies that they have seen work in other areas.
In some cases, the challenges facing organizations do not need a different structure. Shifting a few people here and there will deliver desired results. There are instances where changes can only arise when certain people are eliminated or the structure modified. Such decisions are made upon deep assessment of your existing personnel and structure.
Changes require leadership. This means that the consultant combines leadership and transformation in one package. The mind and culture of an organization or individual must be moved through leadership from one set to another. But it is said that you cannot transform a situation with the same mindset that created the present trouble. This is why a consultant is required to bring the new elements that will transform the fortunes of an organization.
Adequate resource allocation, timing for transformation efforts and support from management are the determinants of success whenever change is discussed. The management should be ready to let the systems that are not working to go. New structures and routines must also be supported if the transformation is to be achieved.
Transformation can be achieved by adhering to different models. These models are unique based on their guiding principles and the areas where they can be applied. Some principles only work in particular scenarios and will fail terribly in others. The application of a wrong model will not lead to the circumstances you desire. Each individual or organization should select a model that works best for his particular circumstance.
The reason many organizations attempt to do things differently and fail is because of resistance. People want to continue with the routine that they have been used to. There also are emotional links to the existing patterns that are difficult to cut. Each situation will be different depending on the type of people you are dealing with, their number, work culture, logistics involved, complexity of the institution and time frame, among other factors. Even the budget and plans made will affect the rate of success.
When implementing changes in an organization, you should expect stress on different facets of the organization including its budget, company culture, work morale, relationships, efficiency, power structure and office politics, among others. There is also a lot of stress on decision making, company identity and organizational structure. However, these elements are the determinants of performance and will affect your bottom line.
There are instances where organizations have achieved transformation even with the absence of consultants. However, this is a long, expensive and sloppy process because it lacks the independence mindedness that comes with consultants. Consultants lack the attachment that might cause internal workers to ignore faulty systems. In the absence of familiarity, consultants will install systems that are unique and that can deliver the expected results. Experienced consultants will offer a powerful combination of strategies that they have seen work in other areas.
In some cases, the challenges facing organizations do not need a different structure. Shifting a few people here and there will deliver desired results. There are instances where changes can only arise when certain people are eliminated or the structure modified. Such decisions are made upon deep assessment of your existing personnel and structure.
Changes require leadership. This means that the consultant combines leadership and transformation in one package. The mind and culture of an organization or individual must be moved through leadership from one set to another. But it is said that you cannot transform a situation with the same mindset that created the present trouble. This is why a consultant is required to bring the new elements that will transform the fortunes of an organization.
Adequate resource allocation, timing for transformation efforts and support from management are the determinants of success whenever change is discussed. The management should be ready to let the systems that are not working to go. New structures and routines must also be supported if the transformation is to be achieved.
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