Why manage change?

Approaching a change of direction at one's own pace or taking an objective decision to make changes is like setting sail for new shores, being bold and taking calculated risks and engaging in more meaningful activities. Change can be considered as an open-ended process.

 

Restructuring an organisation, deciding on a fresh career direction or taking a life-changing decision all involve establishing new objectives that are more in phase with the current economic, cultural and social context and more aligned to the requirements of the organisation or, perhaps, simply more in keeping with personal values.

 

Considering the impact of a change on the people in an organisation and involving them in the process encourages them gradually to identify with new aims. Motivation is a determining factor for staff involvement. Motivation can stimulate their assertiveness and boost their performance.

 

Change is a universal factor in that it can affect anyone, regardless of who they are or their culture. At the same time, people may react differently to change according to the culture in which they operate, perceiving it as an obstacle or as a good thing. The situation therefore calls for adaptability, being a good listener and judgment.

 

 

Rather than surfing the wave of events, change management means becoming genuinely and honestly involved, with the aim of helping people to develop and contributing to the harmonious growth of the organisation.

 

We support management at times of change.