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10 Tactics to Great Change Management
Change, ironically, is one of the great consistents in the world. In business, just like any other environment, we are faced with a seemingly endless pace of change. So, as manager, we have to handle it...
Change Management and Employee Communication Strategies
The important message for any change program... when it comes to organizational change, is that employees need to be involved in the process to be truly engaged...

Managing Change - Get it Right
Managing change in organisations is a challenging, process driven exercise, unless you have been courageous enough as an organisation, to be enlightened and multi-inclusive in decision making.

Other change managers Related Articles

Are you ready for change?
Change can pose a real threat. A lot of managers talk to me when their organizations are going through change, or when their teams are not performing at their best. “How do I get this member of staff to see things my way?”
Why Managers and Supervisors ARE NOT the Best Communicators During Times of Change
Most of the programs fail to manage change within organizations...Here’s why managers & supervisors are not the best face to face communicators during times of change.

BOOK REVIEW: The Practice of Adaptive Leadership (By Ronald Heifetz Et Al, Harvard Business, 2009)
Dealing with change and problem solving–these tasks are at the core of what leader/managers do. But there are two distinctly different types of challenges that precipitate change and bring on problems for managers.

So what is the Definition of a Manager?
A classic definition of what managers are about is that ‘Leaders do the right thing and managers do things right’. A more standard definition is that managers would work towards the organisation’s goals using the resources at their disposal. It of course also depends on the size of the organisation. Larger companies might require managers to oversee the efforts and achievements of a further level of managers. A General Manager might have several other managers reporting to him or even several levels of management reporting to each other.
Introducing And Managing Effective Change
Change is a fact of life. Managing change brings challenges for even the most experienced of managers, yet it's how it's handled that can shape a career...
Why Was the Sales Forecast So Unreliable?
When you identify the reasons, the next step is to identify the hidden cause for those reasons. Failure to identify both the reasons and the causes are why most managers have difficulty getting things to change. And if you can't change the behaviors, you can't change the results.
Change Management - Obama Style
In the end President Obama got what he wanted-significant change in health care legislation. What lessons can change managers in organizations learn from the year long battle between the Republicans and the Democrats over this issue? And what grade can we give the Obama administration for managing the process. John Kotter’s change model is a useful analysis tool for this job.
Icebergs, Polar Bears, and Change Management
Vanishing icebergs and distressed Polar bears have come to symbolize the effects of our changing climate. The iceberg has also been used as a metaphor for change in organizations. The “Change Management Iceberg” developed by Wilfred Kruger offers an explanation of why many organizational change efforts fail. Above the waterline are the three areas of concern of most managers–doing things faster, better, or cheaper.

7 Reasons Bully Managers Last
A leadership student asked me why bully managers are able to remain in power. Their destructive impact is well known, yet many of them are allowed to abuse people for years. It seems logical there should be some force to either change the behaviors or remove them from power. Often this is not the case. This article describes 7 reasons why bully managers last and gives some antidotes to the problem.
Many Managers Disempower Themselves
In our leadership workshops most team leaders, supervisors, and middle managers agree whole-heartedly that far too many people in their organization succumb to the Victimitis Virus - the poor-little-me syndrome. This tendency is often revealed by statements like "they are doing it to me again," "there's nothing I can do," or "it's all their fault." Looking right past themselves, these managers then look for ways to change everyone else.

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