A case for a “Both – And” Approach rather than an Or?
Change is a necessary part of life
It may not be something we like, but it’s something we have to deal with,especially in business
Organisational Change Management is hot topic, and despite all its efforts McKinsey & Company note that the failure rate is still around 70%
Change is happening at an even more accelerated rate
20 years ago, large organisations did a reorganisation every 7 years. Today, it’s happening every few months!
The bigger picture is that we are not succeeding fast enough in embracing change in our businesses
So, we need to urgently relook and shift the Change Management jargon
We need to shift from Change Management Process
to Business Change Enablement Progress
The term “management” implies that something is outside of people’s control and falls under someone else’s sphere of influence – and for most of us, a lack of control triggers anxiety and negativity
So why use “enablement”? The word enablement, implies giving someone the authority or means to do something
Basically, it’s giving each person the power to influence change and own the change – it’s about treating people as adults
It’s about giving people power to choose, to decide, to see change as an opportunity, to engage and participate in, rather than managing them
In Change Management, a small number of people are responsible for the change.
In Change Enablement, everyone shares a mutual responsibility for the change.
Top-down messaging is about what’s changing and how it impacts employees. It is transparent, honest, open, and gives company-wide information about ‘why’ change is happening
It provides exciting Focus on what must be done and accelerates adoption
In the next video (Part 2), Stan Horwitz explores some Key Steps in shifting
From Change Management to Change Enablement
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Let’s Build Change Capabilities that shape a better world for all
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