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Organisational and Personal Change
Some of the mistakes people make in trying to introduce change is that they think they can manage change.

You can have a well-thought out project plan, but whatever you are trying to change is likely to need the co-operation of your staff. You are more likely to be successful if you ‘enable’ the change rather than try to ‘manage’ it.

To do this, you need to consider not just the organisational, procedural or technical changes involved, but how you need to facilitate the personal changes involved. This may include communication actions; training or re-skilling; accommodation of personal circumstances; or counselling to help people adjust to the new situation.

When change is required to avert a crisis, it may not be possible to spend as much time working with staff on the personal aspects of the change - but getting them to understand the priorities is vital.

Having staff who are used to change and are adaptable will help, so when recruiting new employees, or selecting for promotion, you may find it useful to use psychometric profiling to assess how adaptable and resilient they are in the face of change.

For more advice on this aspect contact Cherington HR.
Posted on 19 Nov 2016


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