In the past there was much talk about change management, which coula also imply that changes happen and managers have to take care, that the organisation adopts to the changes.
As changes happen faster and faster this reactive response is no longer enough. We have to encourage, ignite and use the changes. For this proactive response often the term leading change is used.
It stresses the importance of understanding and creating future trends and creative responses to them.
Changes can be made in :
- production line
- organisational strucutre
- supply chain
With changes an important role plays the emotional intelligence of the leaders, as peoples reaction to change is emotional more than rational. Leading change demands high integrity, high level of commitment, excellent and regular communication of goals, dealing with confirmed traditionals and rewarding the early adopters.
When facing a change, individuals and organisations go through several phases
1. Phase: contentment, shock, numbness, denial
2. Phase: fear, anger, depression
3. Phase: understanding, acceptance, moving on
Understanding of the single phase and their stages helps us when leading or managing change.
Workshops on managing change are useful and often accompany our work in organisational consulting:
- Management in times of change
- Enhancing team creativity