Change is inevitable, and, it is incumbent upon organisations to accept it as 'BAU' (Business as usual). It is therefore imperative for organisations to periodically evolve themselves in order to accommodate the flow that goes on within the ecosystems in which they thrive.
Change is inevitable, and, it is incumbent upon organisations to Caccept it as 'BAU' (Business as usual). It is therefore imperative for organisations to periodically evolve themselves in order to accommodate the flow that goes on within the ecosystems in which they thrive. With changing times, a "Big Change" becomes essential to better position an organisation for long-term success. For such times, a proper preparation is required. There has been an exponential increase in the need for organisational change in this last decade. Experts have estimated that three decades ago, the largest companies typically had only one or two simultaneous enterprise-wide change initiatives. Today, that number is about 25 changes! As change initiatives have become more frequent and widespread, the importance of managing individuals through change has gained greater prominence. Substantial changes can affect organisations across all levels. It has been admitted by many corporate leaders that failing to lead employees through change can prove to be costly. Employees who are dissatisfied with or are upset by change become less productive.
This story is from the June 208 edition of Human Capital.
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This story is from the June 208 edition of Human Capital.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
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