Change is not always necessary, and it definitely isn’t always good. I advocate against haphazard and random change or change just for the sake of it. Instead, I recommend working with leaders and executives to perform a thorough analysis of pressing issues and organizational strategy and, if so deemed, formulating global change efforts that will ... Read More
An excellent problem solver may actually end up creating deeper organizational rifts and systemic financial, structural or human capital problems if he is prone to knee-jerk reactions and has an inclination to find quick-fix solutions and short cuts aimed at saving time or elevating his profile. When seeking to improve management and organizational processes, it ... Read More
Three (3) Reasons Why this Type of Organizational Culture Exists
Startling language – I know – but this is precisely how many of the people working right next to you and/or within your organization feel every single day. They bring these feelings in the office with them; they are serving your clients, your patients, your constituents, your students, your customers, your teams, your staff, your ... Read More
As with most of us, I wear many hats and have several roles. In addition to serving as a strategy management consultant, I teach business education courses, and in both roles, I get several questions on various topics from students, corporate executives and business leaders, and recently one of the regular questions came up on ... Read More
Here are Six (6) Trusted and Informative Sources- and my own assessments with organizations support this statistics as well.
Based on my research, experience and learning, here is a list of the reliable sources out there that support the 70% change failure rate. If you have more, please add them to the list of comment/share your thoughts. And if you disagree with the statistic, please share… … – there are myriad research studies and ... Read More