Organisational Change | Change Management

Quick Reference: Organisational Change

Innovative Management & Learning has been involved in a wide variety of major organisational change

projects.

Fundamental to successful organisational change is the need to minimise the negative impact of change. The reality is that any change encounters resistance. This

resistance is most strongly felt by those directly involved in managing the process.

Change sponsors and senior managers , because they are accountable, are inevitably seen by the rest of the

organisation as the champions of the change and therefore bear the brunt of the resistance to change.

It is therefore important to anticipate some resistance to the process of change and to formulate a strategy

that will successfully manage it and minimise any negative impact.

Most organisations facing significant change anticipate a downturn before reaping the benefits of productivity

gains. Studies carried out by Harvard graduates concluded that organisations implementing significant

change experience productivity losses three times what they expected. This phenomenon is known

as the Murphy Curve.

Murphy’s Curve

Studies revealed that four key actions can minimise productivity losses:

1. Strategic Management of change

2. Effective planning prior to implementation

3. Staff involvement in planning and implementation

4. Ongoing fine tuning during the transition and implementation phase

The IM&L Change Management model has been designed to address all of these key issues.

Please contact Graham Raspass, Innovative Management & Learning Founder and CEO for all corporate consulting

services inquiries on 02 8015 7525 or by email

graham@innovativemanagement.com.au.