“Do not fear change; fear standing still.”

Lao Tzu


Change management as transformation

By this, we mean any transformation of a state or structure to a new level. From what IS to what SHOULD be. This can take the form of cautious, step-by-step adjustments. Or large-scale, disruptive changes with breaks and fractures. Both types of change require planning and insight into the interdependencies of all known and unknown dynamics at play. People can either make changes happen or prevent them. Management that is merely instructive and purpose-driven defines goals and then implements them. But even more is needed in order to transform behavior that IS into behavior that SHOULD be and to make this change sustainable.

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