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Organizations provide a significant vehicle through which adults learn, develop, contribute, and find meaning. Organizations are also the major creators and transporters of beliefs and values. It is important to make conscious choices about the beliefs and values organizations pass on. Power - the ability to get things done - is an expanding resource. If people have a clear direction, participate in how the work is accomplished, and have the appropriate information, skills, and tools, their ability to accomplish is unlimited. Those who know the business, the work, and the customers need to be involved in making decisions about how their organization should change and in changing it. People tend to support what they have helped create. Organizational change efforts are more successful in achieving their goals when they strive for maximum, appropriate, and meaningful involvement of stakeholders. Organizational change processes need to be consistent with desired ends. For example, if an organization wants to become more customer-focused, than the change process itself must be focused on the needs and requirements of the customer. Acting on this belief means that the day you start the change initiative is the day you start changing the organization. Change processes need to be user-friendly understandable, visible and explicit. It is axiomatic that organizations will need to continue to change and improve to survive. Knowing how to change effectively and efficiently is quickly becoming part of an organization's competitive advantage. Thus, organization leaders and members need to become more adept at changing themselves and their organizations. We as consultants must make change technologies transparent and actively transfer them to our clients. |
