As the Greek philosopher Heraclitus said, “Change is the only constant in life.” Even in the business world, this is true. People and employees change, as does the environment as it is dependent on market trends. Organizations also must undergo change if it wishes to adapt to market shifts or to improve processes that will generate more profits.
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People, however, tend to resist change, which can hinder or delay what the organization intends to accomplish. But decades of research have shown that there are actions that can be taken to encourage and empower individuals to embrace change in processes, roles, structures, and technology.
The framework that encompasses these actions is called change management. It is a discipline that equips and guides every member of the organization as they collectively move from one state to the next.
No single change management method suits every organization’s requirements. Some of the most commonly used models are the Dr. John P. Kotter’s Eight-Step Process for Leading Change, the Deming Cycle (Plan-Do-Check-Act), and the Change Management Pyramid.
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By using a change management tool, the organization will benefit from it in a myriad of ways, such as being able to thrive in a continuously changing environment, enable leaders and employees to accomplish their roles and to increase the likelihood of success.
Judd Feldman had been able to utilize his training in change management to help the previous companies he had worked for achieve substantial organic growth. To learn more about his expertise, click this link.
