THE CHALLENGE OF ORGANIZATIONAL CHANGE

In the previous article (Morpheus #49) I provided a short description of what it means to coach organizational change and I briefly contrasted that with individual change. I also ended that article by noting this: Effective organizational change must be both top-down and bottom-up.” And that’s one of the great challenges of coaching, training, consulting and/or facilitating organizational change.

A lot needs to be done at the beginning in order for it to succeed. I think that because organizational change is typically not well planned and not well framed—that’s why it most often fails. It takes a lot more than giving a rousing presentation to HR or to the Board. Inspiration or excitement alone will not be sufficient to carry out legitimate and lasting change.