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Clipping is a handy way to collect and organize the most important slides from a presentation. Fact #1:  75% of IT projects fail because they do not achieve agreed upon business objectives, miss deadlines or come in over budget. Fact #2:  Up to 70% of organizational transformations fail to achieve desired outcomes and targeted growth. Fact #3:  Organizations that identify quantifiable objectives, focus on the people side, and integrate both sides of change with a structured, approach to change management are 6x more likely to deliver successful projects. I will partner with your teams to provide a structured approach to change, using Prosci’s® proven, step-by-step change management methodology. Your leadership, project, human resources and communication teams will have written plans, information, and tools to manage the people side of change in your organization. You will increase the probability of completing your project on time, within budget—and you will get the results you want. Take a look at how I’ve helped other organizations get the results they want:  customer stories and leader endorsements.
Communicate with Moxie—The Blog is for leaders who want innovative tips, tools, and stories to create understanding, inspire commitment, and increase productivity during organizational change. Line of Sight delivers project management, organizational change, business process management and strategic planning consulting services to government and industry.
How do you manage your business when your core processes are erratic and varying in quality and throughput capacity?
Do you believe the investments you are making in new technologies and processes will address the change that is needed in your organization? Why Change Management?? Because new technologies are rapidly deployed in a constantly evolving global marketplace, organizations frequently encounter new business challenges and, in turn, are constantly exploring new business methods and areas.? Generally, organizations embrace business, structural and technological changes. Effective Organizational Change ManagementKotters eight step change model can be summarized as:1. Responsibility for Effective Organizational Change ManagementResponsibility for managing change is with management and executives of the organization - they must manage the change in a way that employees can cope with it.A company is required to hire personnel who have the skills to work with the new technology processes. The seafood industry is using traceability technology to boost transparency and efficiency along its supply chain.
The need for human resources managers opens opportunities for those in other fields to transition into the human resources profession.
Knowledge of marketing, accounting, leadership and other management abilities can be essential to a restaurant's success. Using business analytics, companies explore data to make smart decisions based on relevant information extracted.
The business world has embraced the use of analytics to streamline operations and improve processes. MSU is now offering for-certificate graduate certificates in Human Resources, Leadership and Management. Business professionals around the globe can improve leadership skills through MSU's Broad College 100% online courses. Professionals everywhere can access MSU's world-class education through courses offered 100% online. MSU now offers you the opportunity to work towards your Advanced Procurement Master Certificate, all online! Organizational change management is designed to reduce potential negative fallout of any general, structural changes in a business.


While change at the project level is important, it ultimately does not tend to extend beyond the boundaries of the project itself. It is, therefore, important for companies to manage any organizational change as effectively as possible. As with change management in general, a successful organizational change management strategy will require effective communication between management and workers. Change at the structural level may lead to the creation of new departments or teams that focus on new business priorities. Any type of change in the workplace can intimidate and frustrate workers who are used to a particular routine which may result in a resistance to change. Organizational change management is a process that requires detailed planning, clear goals, open communication and constant attention paid to feedback from workers.
A quick and comprehensive look at the steps necessary to become a successful leader and the importance of strategic leadership development. Organizational Change Management (OCM) activities help identify the inherent “people-related” risks that can impact the success of any ERP initiative. OCM incorporates processes and tools that manage employee needs and requirements during change at an organizational level.
Our OCM services encompass the six main OCM activities, which jointly form the change management process. Even when your teams flawlessly execute the project side of change, success hinges on leadership participation and how fast, how well, and how effectively employees adopt new roles, behaviors, and actions. She digs in and produces work of the highest quality and does so at an impressive rate of speed. Cont’? Leaders are used to operating in environments where the strategic goals have been established for years and employees are familiar with existing job requirements and expectations.? The evaluation and planning that goes into organizational change management seeks to anticipate the likely effect on company resources and labor.
Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognize progress and achievements.6. The pace of technology change, in particular, is accelerating, requiring businesses to oversee transitions to new processes and procedures on a regular basis. Specifically, organizational change management focuses on both the micro and the macro levels. Managing a successful organizational change can increase morale among workers and drive positive team building and job enrichment. However, it’s important to stress that this communication must happen across all levels of a company. Many of the changes that businesses encounter today involve new technologies or communication systems. On the other hand, change may require the consolidation or elimination of existing departments.
When change becomes inevitable, however, it is important to eliminate this resistance before starting the change process. Furthermore, if change can be incentivized, managers may find workers more willing to alter their existing routines. Thomas Hult from Michigan State University discusses what a professional needs to have a successful global management career. Genesis Consulting helps organizations assess overall readiness for change by evaluating various stakeholder groups across the enterprise. When combined with an understanding of individual change management, best practice processes can provide a structured approach to effectively transition groups or organizations through change. Listening well and then taking that information to the next level is a natural part of Sher’s process.  She is able to use these talents to accomplish incredible things because she has the experience to know where to spend the most time and what will bring the greatest return.


As technology changes the business landscape, qualified and experienced professionals are required to guide and assist companies in unfamiliar territory.? The change in processes, corporate culture, systems management and operational objectives that result from information technology and organizational change requires careful and dedicated planning.
By correctly identifying the end effects change management experts can advise company management how best to deal with this process. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.3.
When these changes require adjustments at the structural as opposed to project level, businesses are required to implement organizational change.
Incremental change is more of an evolutionary form of change and usually internally driven. Whether requiring workers to learn new skills, reallocating responsibilities and priorities or investing in new tools or software, organizational change management process involves a top-down approach to managing change. Change at the organizational level, however, affects all employees in a particular company, including the individuals and teams working on various projects. These factors can directly and positively affect productivity and quality of work, while shortening production cycles and reducing costs. Organizational change management is, by nature, intended to facilitate structural change, so attention must be paid to each constituent part of the whole. If a business wishes to remain current with new industry practices, managers need to ensure that employees are continually trained in any new technologies that they will be required to use. In either case, workers face the prospect of significant disruption of their work responsibilities. This is achieved by increasing the forces for the change and decreasing the forces for stability. Communication may work in many cases, but in others it may perhaps benefit managers to design a system of rewards for workers who undergo change. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.4. Effective organizational change management allows the company to maintain a constant state of evolution and facilitate periods of general business change, allowing workers to remain motivated and productive during the introduction of new technologies or procedures. This is particularly the case if new technologies necessitate a transition away from technologies that workers have used for a long period of time.
In such cases, organizational change managers must focus on the ways that restructuring can take place without encouraging excess stress on employees. Structural changes are the ones with the highest potential to disrupt a large number of workers and therefore should be faced with detailed planning to reduce resistance to change. If change can be seen as a desired process rather than a disruption in routine, the entire transition period may proceed more smoothly than it would otherwise.
Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to peoples needs. For this reason, organizational change tends to be felt at a deeper level and for a longer period of time. To do this, it may be useful to actively communicate with staff to address any concerns and highlight how these changes align with new company goals.
Dont let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones.8. Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders.



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