• What must Leaders do?
• Cybercrime survey
• The balanced scorecard - its simple really!
• 7 Steps for Marketeers to survive in the current climate
• Great managers - the key to employee Retention
• Everything Communicates - 7 Steps for Great internal communication
• PITOC Overview
• Why do we need professional change managers and leaders?
• Seven signs that your Company is struggling to implement change
• Why do organisations need to transform and change?
• Benefits Management - 'A Strategic Business Skill for all Seasons'.
• The challenge of creating positive working environments
• A summary of Professor John Kotters 8 step change process
• Leadership challenges in the Public Service
• Can staff engagement really pay back to bottom line business performance?
• Are any of these bad habits holding you back?

Why do we need professional change managers and leaders?

Published research consistently finds that change is taking place at an ever-increasing pace, the evidence suggests that most change initiatives fail. For example, recent research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement.

The impact of failures to introduce effective change can also be high: loss of market position, removal of senior management, loss of stakeholder credibility, loss of key employees and in the public sector huge losses of hard earned taxpayer’s money.

Finally, one organisational response to change is that organisational forms are themselves evolving. Therefore, the change management response will have to be adaptive or in our words transformational. For example, the increased competitive challenges and the need to be responsive to the changing environment are resulting in emerging organisational models. Traditional organisational models following functional or matrix lines are being supplemented by new models. These might rely on project teams, on networks and on virtual structures which themselves have implications for change effectiveness. ART 161009

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