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Change Management Leadership
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During times of hard economic slow down and recession, it is important for a company or organization to think of a strategy of slashing on costs so as to focus and be able to streamline the business procedures and be able to squeeze out bigger inefficiencies. This is usually where change management leadership comes in because companies and organizations need stronger leadership in order to be able to survive sudden harsh biting economic changes.
During the past times, so much focus was put on achieving inefficiencies by putting and creating into place procedures that would help to deliver the inefficiencies irrespective of the entire human cost involved. The best example is during the last recession period when dealing with this situation needed business practice re-engineering. This method was not only used by most people but it also gained so much popularity.
The best way to go when you are faced with such setbacks is to change management leadership. Lack of good leadership and strong management more often lead to the crumpling of an institution.
The major drivers for change management leadership for any kind of organization may include reduction of cost, increased efficiency and corporate restructuring. Some studies of change in companies have proven that the named conditions, change initiatives are more often taken in the wrong way, and management of change is mostly executed in a wrong manner as the initiatives of change end up not succeeding in achieving the company's objectives.
This change management leadership mostly looked at by the top company management as some form of miraculous box of tricks which are somehow expected to take them through the facet of change which they do not like dealing with which is the issues to do with people so as to get an opportunity to handle what they feel comfortable with which is usually issues to do with money.
This is also usually reflected in the notorious lack or clarity of what change plan is expected to bring. In such situations the management change is more often forced from the top to the least and little if there will be any considerations given to the need and the benefit of the business of capturing people's minds and hearts.
What is saddening to this effect is that the top management always will sacrifice the junior employees for their own selfish interests for as long as they keep their shareholders pleased. Management change should be set in all departments of the organization and ever employees input should be treated with respect.