Change Management

Until the 1980s the radical changes in the organizations were usually dictated from the top management. The management made the decision, and the middle and bottom levels worked to reach the objectives or implemented it. These changes at (many) times were understood by employees and future expectations were unclear. The early 2000s has seen psychology in business that, employees would like to know ‘Why are we doing that?’, this scenario is likely to be seen has less submissive. The change needs to be defined if it has to be carried out effectively. There are several models talking about change management but it still doesn’t address that any change is rarely a painless process. Any change is likely to cause friction. Friction is likely to cause some degree of pain. This to conclude that any change requires scarifies and effort.

The question we leave to you all is: if we want change, are we prepared to bear the pain that comes with it ourselves?

‘Never too old, never too bad, never too late, never too sick to start from scratch once again.’ Bikram Choudhury

This article is inspired from one of the writing from Mikael K and Roman T writing. We hope you all enjoyed reading this. God bless you! Good day!


3 thoughts on “Change Management

  1. Really a thought provoking article.As Bikram Choudhury rightly observed ‘Never too old, never too bad, never too late, never too sick to start from scratch once again”

  2. yes i agree, change some times has pain. What is essential is how do we bring it about without with least pain. This requires leadership, that communicates clearly to all in the organisation and has a buy in from maximum number of employees . To do this we have to be extreemly patient, need stratgic thinking , follow up. It does not with wishful thinking.

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