Change management.

Organizational change happens when an organization makes an alteration to its strategy, structure, processes or technology.

Any change that requires wide-spread adoption in the workplace so that it becomes embedded into day-to-day ways of working, requires organizational change management.

Organizational change management is the approach to bring about a successful change outcome through people engagement.

There was a time when change was episodic. The traditional approach to change was to prepare for the change, manage the change, reinforce the change and establish stability once the change had been made.

We are now in a time when there is no stability.

We are living in a world of unprecedented, unpredictable, disruptive and constant change.

This is a world in which ‘change management’ is an oxymoron. You cannot manage something that is often intangible, unforeseen and unknown.

We need a new approach to the people side of change.

Change with Karen

These are the beliefs that form the basis of my practice.

• Constant change is the new black.

• Leading change cannot be placed in hands of a few. Leading change has to be everyone’s business.

• We need to stop talking about resistance to change and start talking about resilience in the face of the face of constant change.

• Successful organizations are those with and enterprise wide organisational change capability.

• Change needs to be agile and iterative in approach.

• Plans on a page replace volumes of paper and forests.

• Change management has to operate faster than the speed of change in the organization.

• Change management professionals need to start enabling and stop doing.

• Resistance to change can be a good thing.

• Build a change platform, not a change program.