MAIN OBJECTIVE
To be successful in the long run, organizations must regularly critically assess the long-term viability of their strategies, business models, structures, performance management systems, processes, IT systems and methods of cooperation and continuously develop them.
MAIN CHALLENGE
Most change management efforts fall short of thorough preparation. After all, the success of an implementation whose technical feasibility might be given especially lies in its sustainability. This can only be reached with the acceptance of all employees.
Typical change management suggests that much about change is irrational and hard to predict.
Many organizations install a change successfully, but then stumble when they try to realize the anticipated benefits
For any transformational change to succeed, people have to think and work differently. And to get these new behaviors to stick, they need to be reinforced and celebrated by a connected group of sponsors throughout the organization
A simple risk assessment at the outset can identify specific risks early, and providing a simple, practical set of actions that dramatically improve the odds of success.
The biggest difference between successful and unsuccessful change efforts is breaking past installation and onto realization.
