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Organisational change is often seen as something to be dreaded, anticipated as a process which will not go well, nobody wants it and a sense of 'if it ain't broke, don't fix it'.
Too often, organisations only change when changes are thrust upon them in the most tragic of ways. It took the suicide of a headteacher for the Ofsted organisation in the UK to make changes to their approach to inspections for instance. However, organisational change may also be viewed through the lens of learning and development, a positive thing if only people knew how to manage the process well. Ways that account for what is working and effective but ways that also highlight what is being discounted, ignored as 'too tricky'. Aspects of work which are being discounted need to be surfaced and managed effectively. After all, if they are not surfaced, they can be ignored until they hit you in the face ..... |
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A thorough exploration of the Competence Curve and how it gives insight and understanding to the impact change has on individuals.
Leaders and Coaches will benefit from a full knowledge of the stages, and the actions they might choose to enable employees (or coaches) or indeed themselves to reach a stage of completion.
Leaders and Coaches will benefit from a full knowledge of the stages, and the actions they might choose to enable employees (or coaches) or indeed themselves to reach a stage of completion.
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Possible objectives:
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