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Posts Tagged ‘Change’

How southern company revamped IT change management
Think it’s hard to sell new systems and processes to the business? Just try making changes to the way IT itself works.

Read more on CIO

GST Rate Change Made Easy
Thanks to the flexibility of the NetSuite Tax Engine, built into the NetSuite business management software suite, and the power of Cloud Computing delivery, NetSuite customers in New Zealand can comply with the GST change without worrying about updates or applying …

Read more on Scoop.co.nz

NetSuite Makes Oct 1st GST Rate Change Easy for Customers in New Zealand
SAN MATEO, Calif., SYDNEY and AUCKLAND, New Zealand, Sept. 30 /PRNewswire/ — NetSuite Inc. (NYSE: N), the industry’s leading provider of cloud -based financials / ERP software suites, today announced new functionality added to its core software suite that delivers hassle-free compliance with the 1 October 2010 GST changes in New Zealand. Thanks to the flexibility of the NetSuite Tax Engine …

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Healthy change at Geauga Medical Center
University Hospitals Geauga Medical Center’s art gallery is just one of several additions the hospital is completing to enhance its patients’ experiences.

Read more on The News-Herald

Saanich students challenge adults to forge social change
If high school students with few resources can create positive social change, imagine what adults with a life of experience could do.

Read more on Parksville Qualicum Beach News

Product Description
Based on the author’s two-day management seminar, this is an integrated and tested time management program that teaches the reader how to identify and realize both busines and personal…. More >>

Time Power: The Revolutionary Time Management System That Can Change Your Professional and Personal

Product Description
Lack of time may be the single most commonly experienced problem among American faculty. It is fair to say that the overwhelming majority of the roughly 400,000 full time faculty in American colleges and universities feel overloaded in their teaching lives; they perceive that they do not have time to do their basic faculty duties properly; and they believe that overload goes with the job. We complain yet we do not reflect on and evaluate our paradigms for how… More >>

Making Time, Making Change: Avoiding Overload in College Teaching

The single biggest barrier to effective communication in a change management situation is quite simply the disconnection between the change leader and those who are or will be impacted by the change.

Failure reasons in change management are many and varied and well documented. Staggeringly any organisational initiative that creates change – or has a significant change element to it – has a 70% chance of not achieving what was originally envisaged.

Any major business initiative or venture where the business leaders fail to identify and quantify the impact on those people most affected by the change carries a high risk of failure.

The underlying root cause of this catastrophic statistic is the failure by change leaders to take full account of the impact of the change on those people who are going to be most impacted by it. And yet…. the price of failure comes so high!

So, to any business leaders reading this, I ask you:

“The numbers may make sense, the business case is sound, the ’synergies’ may look sweet, but have you assessed the human, political and cultural factors? Have you taken into account the human impact? Have you made the connection between the human impact and your bottom line?”

There are several reasons why this is often not addressed: first and foremost because the focus is on the business logic; secondly because corporate cultures are hard to see, and finally because this aspect of change is seen as “soft”, intangible and unquantifiable and by implication not really worthy of detailed scrutiny.

Just as an illustration of this point in the context of M&A, a study of 40 British companies [Cartright and Cooper 1995] reported that all 40 conducted a detailed financial and legal audit of the company they intended to acquire, but that not even one of these same companies made any attempt to carry out an audit of the company’s human resources and culture to assess the challenges concerning integration of the organization they were acquiring.

Yet, I find all of this strange given the colossal financial cost and shareholder value destruction that is the direct result of this failure.

5 proven barriers to effective workplace communication in change management

So, if you really want to get it wrong – here’s what to do in 5 simple steps:

(1) Lack of clarity of message – don’t tell them what lies behind the change and don’t sell the problem before you try to sell the solution. Use jargon, plenty of it and take a long time telling them. Oh and to really make this one stick, don’t tell them how it’s going to be different after the change – just keep telling them how its all about the values, mission and vision.

(2) Absence of emotional resonance in your message – the emotional tone and delivery of your message should clearly indicate that you as senior management haven’t given a second thought to the real impact this is going to have on them. Don’t tell what they’re going to lose or have to let go of. And to reinforce that point make very clear by your tone that you don’t care and that that dimension never crossed your mind.

(3) In-accurate targeting – make sure you don’t reach the right people with the right message at the right time. Most importantly, never address the “what’s in it for me” question, and totally disregard the psychological and emotional transitions they will have to go through in adjusting to your change.

(4) Timing schedule – why waste valuable senior management time keeping your people fully in the picture? Keep them in the dark and keep them guessing.

(5) Feedback process – two-way communication is something you can pay lip service to. Sure go through the motions, but rest easy in the comfortable complacency of your senior management certainty that knows best ["that's what we're paid for isn't it?"]

If you follow these steps you will be in good company as you almost certainly join the illustrious 70% club.

Excuse the lateral thinking for a moment – but can you imagine civil engineers or construction companies or the people who build nuclear power stations – working on the same basis – where a 70% failure rate was accepted? Can you?

So why on earth should the world of business be any different? Why does this bother me? Quite simply, it bothers me because of the very considerable, unnecessary, and totally avoidable human cost.

For more on this: ” Barriers to effective communication “

I invite you to take advantage of my 7 FREE “How to Do It” downloads that will take you through all of the key stages of ” How to manage change ” – and show you how to manage successfully.

Kilt tradition won’t change
Things have changed in the world of high school marching band competitions and the general public doesn’t always understand that fact, according to local band boosters who currently have children participating in those music programs.

Read more on The Glasgow Daily Times

Innovation And Change | Addressing The “High Touch” Side Of Hospitality | By Dr. John Hogan CHE CHA MHS
The definition of innovate is “to bring something new to an environment.” Hospitality business owners and senior managers must embrace “high tech” changes available to keep the industry fresh. They must also understand as part of their responsibility the need to welcome and support business practices that address the human element of the business.

Read more on Hospitality Net