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In my previous post I wrote about the significance of managers understanding your own organisation’s informal network in order to make the right decisions.
Social network analysis is the method of collecting, visualising and analysing data about informal connections between employees of an organisation. Everybody who has ever worked in an organisation knows that behind the formal orgchart and the official roles and responsibilities there is an informal network of personal connections. Go-ahead manager Bob Newcomer begins his position in the well-established company, Slo-Gro products. After a few weeks, Bob can already clearly see that the processes, methods and traditions in the company are totally dysfunctional and in desperate need of change.
What is the first step on the journey to becoming an outstandingly supportive and valued internal HR service provider?
A HR director participating in our Best of HR Project faced a big challenge two years ago: employee engagement within the HR team was one of the lowest within all the teams in the whole company. However, through some radical changes – both within the HR team and in his own leadership style – he managed to improve things so dramatically that, just one year later, HR had become the most engaged team in the organisation.

Regarding these “value statements”, I fully agree with my client – there is absolutely no point to them. Ever since I first read the post in 2009 I have been looking out for signs of organisational “bear shaving”, in other words, offering a superficial solution to an organisational problem instead of addressing the root cause. Change management is a section of project management that includes formal processes and procedures for integrating and managing changes in the project throughout its lifecycle.
Preparation for the air vacation is actually the beginning of the trip, because when you start planning, it gives you a thrill of anticipation. Used by successful individuals and organizations around the world, Changemethod gives you everything you need to lead, plan, implement, measure and sustain your organizational change program. It serves as a key milestone, an executive planning and decision making tool, a tool to communicate the bigger picture to the wider organization and also serves as the foundation for the more detailed change management plan. Are you employees resistant to change?  Learn how to encourage change versus resistance to change.  Grow your company with full engaged employees with vital leaders. And yet these informal social links strongly influence how a company operates, how information flows, and how quickly and flexibly an organisation reacts to any changes in the business environment.

There are so many companies whose value statements are only a list of mundane expressions such as “customer focus”, “excellence”, “cooperation” etc., which are posted on the walls of the corridors and on the company website.
Rather it is something almost everybody has said, or could have said at some point during an organisational change process, irrespective of what kind of change we are talking about.
Try CentriQS complete task management solution for planning, tracking and reporting tasks, projects, and schedules. Whether it is a change of organisational structure, the introduction of the new SAP or a big cultural change project, the phenomenon of “nobody knows what they are doing” is always there at some point. Increase productivity of your small business or office by better organizing your employees' tasks and time. By responding to the change leaders prepare followers to focus on learning and discovery instead of security and control.

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