5. Transition and Organizational Progress: What is the difference between change and transition?
6. Transition and Enterprise Integration: The Three Areas and Four Components of Organizational Structure
7. The Strategic Plan and Implementation Blueprint: No Doubt Contracting_________________________________________________
Alfred North Whitehead wrote that "the art of progress is to preserve order amidst change and to preserve change amidst order."
1. A Basic Human Need
Change is a fact of life! The only thing that doesn't change is change. Consequently Victor Cuesta Argentina Jersey , it is also a fact of life that human beings are always dealing with change in some form at every stage of their lives. Change, in fact Sergio Romero Argentina Jersey , is a basic human need. Change is really nothing more than movement from one state of being to another. Without movement - physical, physiological Sergio Aguero Argentina Jersey , biological, mental Ramiro Funes Mori Argentina Jersey , spiritual, emotional - human beings would simply stop functioning and human existence Nicolas Otamendi Argentina Jersey , as we experience it, would cease. Change is the natural means to both improvement and deterioration. To a large extent Nicolas Gaitan Argentina Jersey , human beings have a choice in what the results of change will be.
2. There are two kinds of change:
Natural Change: change that occurs without cognitive human intervention and that takes place in a natural way, such as weather and the changing of the seasons.
Designed Change: change that occurs as a result of cognitive human intervention and that takes place as a result of changing the environment to reflect human thought; this kind of change is governed by human intention and perceived need rather than by natural conditions.
The human experience of change is exactly the same in both natural and designed change. The reason is that all change in the environment provokes the same kinds of emotions about one's ability to adapt to and survive in the altered conditions. The initial human reaction to change is fear - fear of loss of something and the fear that what is lost will not be replaced by something of a greater value that will increase predictability and sustain life.
3. How to Take Charge of Change
Regardless of the type of change that occurs Nahuel Guzman Argentina Jersey , there exists a basic human need to experience the change process as being well-ordered and safe rather than chaotic and dangerous. Without this experience of ordered and safe change before, during and after any transition the human element of the organization cannot fully participate in productive contribution to positive change. It is imperative to identify and remove existing and potential risks that can inhibit the successful execution of any strategic change initiative.
Like it or not Matias Kranevitter Argentina Jersey , change happens continually in your life and in your organization. As Whitehead's comment indicates, the only way to make change work in your favor is to take charge of the change process. When you do this Mariano Andujar Argentina Jersey , you use the change process as a means to design the future you intend rather than passively allow the changing environment to present you with limited options and narrowed choices for meaningful action.
How can you "take charge of change" so as to make it happen in your favor and to make it "ordered?" There are several points to be considered in answering this question:
- Change is conceived as an event (something which happens at a particular moment in time and at a specific place or places).
- Change is experienced as a process; this process is called "transition."
- Because transition is a process, it can be managed.
How well the transition is managed will determine if change is remembered as a positive or negative experience. The remembrance of previous changes is the basis of motivation for or the resistance against future changes. Assessing the level of "change readiness" is a critical first step in determining the level of support and interest in changing from the current state of affairs. How has change been experienced in the past by those who will be responsible for and who will be affected by changes in the present? The answer to this question will help you determine if some "pre-work" on "stage-setting" is needed to prepare the organization for a successful transition. This step is a part of an overall "Transition Risk Analysis" that will help you determine what the transition facilitators and inhibitors are within your organization.
Effective change implementation management skills are necessary for all managers in any organization. These skills are essential to the strategic achievement of an organization's mission and goals. These skills can be learned and continually refined. The better these skills are learned Marcos Rojo Argentina Jersey , refined and
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