Background The client is a listed public company that provides a broad and diverse range of products and services to the construction and mining industries.   The company has delivered below average industry returns for many years and overall group performance was declining.   The company had become ‘fat’. There was a culture of entitlement […]

 

Success breeds success. In a growing and buoyant market, business tends to come to you and profits tend to be solid and growing. Ultimately, success can breed failure. When organizations enjoy solid growth in vibrant markets, over time the company tends to become complacent. It stops listening to its customers and the market. It gets […]

 

Here are my thoughts on the issues I have encountered in leading ORGANISATIONAL CHANGE

 

We all believe that change is inevitable – or do we? Being creatures of habit, we covertly resist change. Any move outside our “comfort zone” induces stress and a feeling of discomfort. Resistance is the principal reason that change programs fail to deliver expected long-term results In this article we will first examine typical phases of transition. We will then present a framework for organisational change. Once the dynamics of change have been conceptualised, we will present a practical model for inducing change in organisations.