CHAPTER 8
CHANGE MANAGEMENT
1. change
1. why change may fail
- Fundamental misunderstanding as to what the change is
- Not appreciating that change is a potentially a longer term management issue rather than a short term quick fix
- Inadequate planning and preparation taking place beforehand
- Inadequate communication and availability of information prior to and throughout the change
- The whole change taking in totality, rather than being broken down into smaller issues so that progress can be seen and measured
- Communication of the change being badly planned and poorly structured
- Predominance of rumours through the grapevine that may not be supportive of the change being managed
- Bad previous organization experience of managing change
- Employee resistance
- Inadequate training support for those involved in the change
2. WHY INDIVIDUALS MY RESIST CHANGE
- Individuals not seeing the need for a change
- A lack of understanding as to why the change is necessary
- A mind set that says "if it isn't broken why fix it"
- Lack of leadership
- An individual not being clear of what the benefits are of the change itself
- Fear of the unknown and uncertainty
- Possibly influence by the views/actions of their colleagues
- Previous experience of change, which has not been managed as well as it might have been
- Lack of training support available
- A lack of personal motivation to adapt
- Already working in their own comfort zone
- Possibility of having to learn new skills
- Fear of redundancy
- Human nature