People want to change, but do not want to be changed.
“Managing change”, a trending topic and one of the greatest challenges of our time. Change is challenging for companies of all shapes and sizes, for each department, their teams and the individual. But how do companies and its people thrive in a constant state of change? How do you manage the essential balancing act between the ability to perform and adaptability?
Learning within a company is more than the accumulation of knowledge of the individuals employed. Moreover, acquiring new information in a company can no longer be adequately secured solely through the classic hierarchal method; learning from superiors with new information and solely learning for the sake of the company.
In our knowledge-based society, the objective for ongoing study and development has become a prevalent desire. Therefore, this need has also become a dominant focal point to managers qualifications and their entrepreneurial responsibilities. Managers are regularly forced to conscientiously evaluate their operational activities, performance and results achieved. They must be able to recognize the essential need for change and implement change as necessary.
This means that management must first and foremost invest in their own learning potential. Paradoxically, many managers complain about their employees’ unwillingness to change, but also recognize that the organization’s survival ultimately is depended on behavioral change. So, doesn’t it make sense to implement a learning-based process/approach/method within a company, starting with management itself? Companies need outstanding leaders who view themselves as both designer and coaches. Only in this manner will an environment of innovation and adaptability cultivate.
We firmly believe that in principle, people want to continue to develop themselves. The Stone. Age did not end because of a lack of stones. It was man himself who evolved into a higher state of intelligence/ knowledge. People really do want change; they just don’t want to be changed.
Changing an organization by creating new structures and enforcing them simply does not work. An organization will only improve in accordance with the improvement of the behavioral changes of its employees. Change in behavior is the initial and crucial step to sustaining a formal organizational structure, which will naturally follow after the behavioral change occurs.
Change and innovation in business always proceed behavioral change. And this has to start at a management levels. The responsibility of the quality of learning in an organization lies with management. We are deeply convinced that we support our customers in achieving this goal.