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You can do anything you decide to do. Powerful and sustained change requires constant communication, not only throughout the rollout but after the major elements of the plan are in place. The more kinds of communication employed, the more effective they are.

5 Effective Change Management Strategies

The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow. If you do not change direction, you may end up where you are heading.

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Maya Angelou. If you are not willing to risk the unusual, you will have to settle for the ordinary. The announcement is the easy part; it makes the manager look bold and decisive. Implementation is more difficult, because no matter how good and compelling the data, there will always be active and passive resistance, rationalizations, debates, and distractions — particularly when the changes require new ways of working or painful cuts.

Stanford Webinar - Lead Change by Applying the Rapid Transformation Model

To get through this, managers have to get their hands dirty, engage their teams to make choices, and sometimes confront recalcitrant colleagues. Change your opinions, keep to your principles; change your leaves, keep intact your roots.

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Few things are more important during a change event than communication from leaders who can paint a clear and confidence-inspiring vision of the future. They always say time changes things, but you actually have to change them yourself. As dealing with change becomes a regular activity, leading it becomes a skill to hone, an internal capacity to master.

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The reality is that the only way change comes is when you lead by example. If you are entrusted with bringing about change, you likely possess the knowledge needed to advance the organization, and you might have a plan — but knowledge is not enough. Change cannot be put on people. The best way to instill change is to do it with them. Sometimes they want to save the Earth. Trust their methods and let them try.

For this, you need someone who rolls up their sleeves and sees stories of hope — creative ideas and openings in the market. This person clarifies buzzwords and talks about concepts in a way we understand, and she makes us feel a joint responsibility for turning dark predictions into successful ventures. Above all, she will create lasting change because the story she tells gives everyone goosebumps and makes sense to top management, who will support her ambitions and cheer for results. But fail fast. A new business idea can be prototyped and validated in a week e.

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And she always has a plan B. When the technology is available, and fancy features can make daily routines a game, developers tend to get overly excited, making bad choices for the product. Sometimes less is more. The team needs someone who can measure the effect of every little improvement.

Modus Transformation: Change Through Action - Modus Create

The competition is tough, customer loyalty is for sale, people are constantly looking for a new fix. The Effect Champion is curious about the true user value of their product — she takes the warning signs seriously, adjusts the solution and builds trust, one feature at a time. Design-driven innovation, digital transformation, and self-organising teams: a former project manager has become a change agent who suddenly gets much more in her lap than before. She needs to be an engaged motivator and coach, and facilitate relevant staffing and skill development, which all requires high social intelligence and compassion.

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Digital transformation offers opportunities and challenges far beyond the responsibility of an old-school project manager. The team needs new roles to ride the storms and navigate the moving targets. We use cookies to ensure you get the best experience on our website. If you continue to click on this page, you accept the use of cookies.