The Current Dilemma
Generally, when we think about organisational change, we think about a process, even if subconsciously and mostly, we think about a change process led from the top down. This is normally either a change process initiated by a new company strategy or a new leadership team, or a necessity due to a tactical response to external influences. Often, as leaders, we don’t stop to think of the inherent change challenge facing us as human beings, who are naturally resistant to change. Of course, we need to have a purpose driving the change because a change without a purpose makes absolutely no sense, like a football team without a coach. From my experience, as a Chief Financial Officer leading Human Resources, Strategy and Cultural Change, I know how challenging it is to introduce a new modern working environment, including the launch of new corporate values, creating an integrative culture and relocating three diverse businesses to a new campus, all within one large project. However, at the time, I thought it would be easy to convince the leaders of the benefits of this project. I did not anticipate the surprising response that followed…
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