Increasingly, an organization’s ability to respond and adapt quickly while providing increased stability in the midst of change is a great leverage point for achieving sustainable competitive advantage.
Common examples of these challenges include the following.
Cultural shifts: such as from directive to participative management styles, or from hierarchical to team based management and decision-making
Structural shifts: such as from more centralized to more decentralized operations (and back again!), or from downsizing to rehiring
Strategic shifts in focus: such as from quality improvement to cost cutting or from product focus to client focus.
Many change efforts follow a predictable pattern likely to lead organizations down paths filled with frustration, resistance, and ultimately preservation of the status quo. After compelling arguments are developed as to why change is needed, a plan for getting from “where you are now” to “where you want to be” is viewed as the solution, with implementing the strategy seen as the last step.
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Change Management Key Issues
Organization Changes
- Organizational structure
- Reporting channels
- Management Teams
- Management systems & controls
Change Management Success Tools
Leading the New Organization
- Making Mergers Work
- Managing Similarities & Differences
- Deploying Management Systems
- Implementing Change Projects
- Communicating Change
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Change Management Key Issues
Manager Changes
- New Management
- Job responsibility
- Strategy & Expectations
- Processes & procedure
Change Management Success Tools
Aligning Employees for Performance
- Managing people through change
- Retaining top talent
- Setting KPI’s & Priorities
- Gaining and sustaining commitment
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Change Management Key Issues
Team Changes
- Organizational structure
- Reporting channels
- Management Teams
- Management systems & controls
Change Management Success Tools
Rebuilding Teams for Performance
- Managing Team Performance during change
- Working in virtual teams
- Conflict resolutions
- Team Dynamics during Change