The ability of an organization to continuously learn from any source — and to rapidly convert this learning into action — is its ultimate competitive advantage.
Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes.
If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change. Before starting organizational change, ask yourself: What do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change. Leaders learn to anticipate impending change and respond proactively, and then strategically plan change and make those plans a reality. The key is to communicate the goals and values of change in a positive way that can be embraced.