Organisational Change | Change Management

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http://goo.gl/57l1j - Organisational Change: Innovative Management & Learning has been involved in a wide variety of major organisational change projects.

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Organisational Change | Change Management Quick Reference: Organisational Change

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Innovative Management & Learning has been involved in a wide variety of major organisational change projects. Fundamental to successful organisational change is the need to minimise the negative impact of change. The reality is that any change encounters resistance. This resistance is most strongly felt by those directly involved in managing the process.

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Change sponsors and senior managers , because they are accountable,  are inevitably seen by the rest of the organisation as the champions of the change and therefore bear the brunt of the resistance to change. It is therefore important to anticipate some resistance to the process of change and to formulate a strategy that will successfully manage it and minimise any negative impact.

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Most organisations facing significant change anticipate a downturn before reaping the benefits of productivity gains. Studies carried out by Harvard graduates concluded that organisations implementing significant change experience productivity losses three times what they expected. This phenomenon is known as the Murphy Curve.

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Murphy’s Curve

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Studies revealed that four key actions can minimise productivity losses: Strategic Management of change Effective planning prior to implementation Staff involvement in planning and implementation Ongoing fine tuning during the transition and implementation phase

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The IM&L Change Management model has been designed to address all of these key issues. Please contact Graham Raspass, Innovative Management & Learning Founder and CEO for all corporate consulting services inquiries on 02 8015 7525 or by email graham@innovativemanagement.com.au .

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