Richard Ph.D. Bevan

Changemaking: Tactics and Resources for Managing Organizational Change

Changemaking takes a fresh look at managing change. Focusing on tactics rather than strategy, the book is for those who carry out the practical day-to-day work of supporting and sustaining change. It focuses on the details, and provides the needed toolkit: materials that readers can refer to, draw on, and adapt. These include checklists, templates, questionnaires, tactics, FAQs, talking points, e-mails, and other resources. Short case histories illustrate what can go wrong and how it can be made to go right.
The book provides a framework of seven factors that summarize the conditions, resources, and processes that support successful change. It also offers specific guidance on processes that are often employed to move a change initiative forward, including making the case for change, managing employee focus groups, and developing FAQ (Frequently Asked Question) guides. The 50 resources are designed to provide a starting-point for readers to adapt and use in their own organizations. Develop the materials to reflect your own goals and needs, and deploy them as you support your own change initiative
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    Natallia Shauchenkamembuat kutipan2 tahun yang lalu
    We often hear senior leaders say of their employees, “They’re smart; they’ll figure it out.” And yes, they are indeed smart. They figure out that the direction isn’t clear and the planning is imperfect. They figure out that they need a great deal more convincing that this is a change they want to be aligned with and involved in.
    Natallia Shauchenkamembuat kutipan2 tahun yang lalu
    These seven factors summarize the conditions, resources, and processes that support successful change.

    -Clarity: Be clear and unambiguous about the purpose of the change, its direction, and the approach.
    -Engagement: Build a sense of ownership and commitment; consult with and involve the people who will be affected by the change.
    -Resources: Put in place the needed resources (e.g., financial, human, technical) to enable the change.
    -Alignment: Ensure that systems and processes (e.g., rewards, information, accounting, training) support the change.
    -Leadership: Guide, train, and equip leaders at every level so that they display consistent commitment to the change.
    -Communication: Ensure an effective two-way flow of information; be aware of issues and questions; provide timely responses.
    -Tracking: Establish clear goals; assess progress against these; adjust and fine-tune as necessary.
    Sille Ørnberg Lorentzenmembuat kutipan3 tahun yang lalu
    clarity, engagement, resources, alignment, leadership, communication, and tracking) provide a framework in which change can be successfully managed.

Di rak buku

    Lisa Uldahl
    • 31
    Agus Susianto
    • 11
    Sille Ørnberg Lorentzen
    Change management
    • 7
    Business (English)
    • 5
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