How many times have you announced a big strategy or organization change and just when you thought it was working it becomes obvious the change didn’t happen? You’ve got everyone in the company talking about it – but what happened? A common mistake that many leaders make is to announce the change, hear the instant positive feedback (ignore the naysayer’s input) and assume that the organization will take it from there.

Over 87% of organisational change programmes fail within 12 months of starting. This article examines the critical factors that can make the difference between success and failure.

Here’s what you’ll learn about change, transition and progress in any organization by reading this article: 1. Change is a Basic Human Need 2. There Are Two Kinds of Change 3. How to Take Charge of Change 4. The Three Phases of Change 5. Transition and Organizational Progress: What is the difference between change and transition? 6. Transition and Enterprise Integration: The Three Areas and Four Components of Organizational Structure 7. The Strategic Plan and Implementation Blueprint: No Doubt Contracting Alfred North Whitehead wrote that “the art of progress is to preserve order amidst change and to preserve change amidst order.” Read on to discover what he was talking about . . .

You’re energetic. You’re focused. You start off with a fabulous idea that you are absolutely certain you can take you to places of amazing success. It’s not just you who thinks that your business concept is a great one. Nearly everyone you talk to offers their support for your bold move. Some of them even [...]