/? 190510" Managing Change For Competitive Success

As the old saying goes, "only change is constant". Some of us might think of it as more of an exaggeration, or overstatement. We however have to think about many examples in our professional as well as personal lives about the effect of change. People and businesses have stood for many decades, but were wiped off because of a tide of change. Change, mind you is the name of doing things in a better way that is more efficient and cost effective.

Environment also supports only those changes that are in themselves sustainable and more beneficial for the businesses. Change can be from technology to thinking or culture. We cannot just limit change to technology only. There are hell a lot of things that we can do better, obviously we will have to switch to a better way. Change has a lot to offer. We must listen to change. Change ensures survival, competition, competence, and capacity building for the future endeavors.

How change is recognized? Change is usually recognized in two ways. One is the proactive way and the other is the reactive one. Proactive way is more pragmatic, and the competitive advantage to first mover towards change is huge. It is better for the big ups of the corporation to keep looking for the changing trends in all aspects of their works. Top people from all the functions should be called upon to have an eagle's eye on proceedings. /? 190510" Managing Change For Competitive Success

This will not only enable the firm to have self analysis but also improve its standing in terms of future vision and long term survivability. A lot of argument is bragged about whom should have the responsibility for bringing that change. What needs to be understood is that top leaders are not only in position to view a future horizon for the organization, but they also have the power to vision how the change would affect each of the department. This means that they are in a better position to not only vision but also successfully implement change through out all the departments.

Once the change is eminent and the management has to put itself to task for the change then comes communicating change. It should start with the people to whom the change will affect the most. They should be communicated what the change will be and how will it effect them. Besides telling the mere effects, the organization should also communicate about how it will impact the organization and the long term employee survivability.

It is easier for one to get use to something new, when one knows it is unavoidable and better in the longer run. Slowly and gradually the thought will seep into each and every person working there. And once every one seems ready to ride the roller coaster, change should be fully implemented with constant monitoring to direct the repercussions in a timely and effective manner. /? 190510" Managing Change For Competitive Success