The Importance of Leadership & Communication in Implementing Organisational Change
“Organisational change" requires a considerably different approach to the implementation of “operational change” within a stable organisation.
Whereas operational change can often be implemented with little initial impact on jobs or levels of responsibility, changes to organisational structure quite naturally tend to have an immediate effect on the people within the organisation.
Organisational change that directly affects people’s employment, roles, responsibilities and career paths requires clarity of purpose, direction and lots of really good communication.
Embarking on any significant program of organisational change may also require external support to provide skills, experience, techniques and tool-kits to ensure effective delivery. But success is ultimately dependent on sponsorship, leadership and decisiveness from within, and effective communication throughout.
“Organisational change" requires a considerably different approach to the implementation of “operational change” within a stable organisation.
Whereas operational change can often be implemented with little initial impact on jobs or levels of responsibility, changes to organisational structure quite naturally tend to have an immediate effect on the people within the organisation.
Organisational change that directly affects people’s employment, roles, responsibilities and career paths requires clarity of purpose, direction and lots of really good communication.
Embarking on any significant program of organisational change may also require external support to provide skills, experience, techniques and tool-kits to ensure effective delivery. But success is ultimately dependent on sponsorship, leadership and decisiveness from within, and effective communication throughout.