foreclosures To build a business demands that the leadership know how to separate the symptoms from the problems to drive the needed organizational change. Unfortunately, many small business owners, entrepreneurs and executives due to poor communication and no strategic plan create expensive silo solutions that actually diminish the energy and ability to achieve organizational goals.

In the book Fail-Safe Leadership by Linda Martin and Dr. David Mutchler, the authors address some of the change management challenges every organization faces on a daily basis regardless of size through a simple leadership audit. This audit or organizational survey allows the decision-makers to begin that separation of symptoms from problems and recognizes that these issues are due to leadership issues within the organization.

juegos chicas As you create a change initiative, if you don't know with pristine clarity how's it going to benefit your organisation – then you are unlikely to realise it.

Sounds obvious, doesn't it? And I really don't mean to sound so pedantic – but you would be surprised but how many times I have asked the question: "How will it benefit you and how will you know it's benefited you?" – and got a vague or general answer along the lines of "we'll be… bigger… better… closer to our customers… reduce our costs… etc"

The management and monitoring of these processes is key to ensuring that you actually do benefit as an organisation from the planned step change and the new capabilities that the change will be delivering.

Benefit management is the activity of identifying, optimising and tracking the expected benefits from a business change initiative to ensure that they are achieved.

homes for sale The last big key is leadership visibility in support of the project. When the leader uses his/her valuable time on the change effort, the employees recognize that it must be important. When the leader is a role model for new types of behavior, people pick up on it. When the leader communicates openly, including giving straight answers to tough questions, people begin to believe. When leaders react calmly to surprises, people have less anxiety when things do not go smoothly. When the leader follows the Deming prescription to Stay The Course, people recognize that it is not going away and they must deal with it.

The big leader will usually delegate project responsibility. But he/she must remain visible, must request status, must meet with employees and feed the findings to the project manager for action, then report back to the people on the action taken.

Lack of leader visibility and involvement is the single largest factor in the failure of change efforts. Having the top leaders engaged in the project will go a long way toward ensuring its success in transforming the organization.

So, to summarise – you need to know:

- What each benefit is?
– What differences will be noticeable before and after?
– Exactly where in the future organisation it will arise?
– How will it be measured?

If you don't know – with pristine clarity – the answers to these questions then how on earth is your change initiative going to benefit your organisation You can be published without charge. You can to republish this article in your website or blog. Please provide links Active.

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