Change in the Workplace – How to Manage it
“Lead change, don’t manage it” said Peter Druker. This is very good advice for people that are in a position to initiate organizational change. But there are situations in which we are not asked to initiate new changes, but to manage the ones that are already launched. From that point of view change needs to be led, but it also needs to be managed.
“Lead change, don’t manage it” said Peter Druker – the acknowledged father of modern management. “Don’t manage – lead change before you have to” says Jack Welch – the much admired former CEO of General Electric. This is very good advice for people that are in a position to initiate organizational change. To some degree we all have to do that all the time, no matter our role. But there are situations in which we are not asked to initiate and lead new changes, but to manage the ones that are already launched.
This means to understand that change is nowadays a common thing, to be ready, to accept and embrace it, to anticipate it. It also means to recognise the opportunity, to get involved, to pass the message, to contribute, to be motivated and to motivate others as well, to adapt to change and to change oneself. And it means to share the process and to enjoy its benefits.
Attitude, process and skill
Many times managing change is about three subjects. The first one is mentality. The second one is process. The third one is skill. The “Change in the Workplace” training program deals with all these subjects. It provides the participants the opportunity to explore, understand and develop in these areas so that they are better prepared to manage and contribute to changes in their organizations.
The program provides participants with very powerful tools for learning and personal development: from self-evaluation to individual study, from individual activities to group interactions, from experimenting to exchanging of opinions and ideas.