Senior leaders assess their company’s readiness for change using various tools and techniques. Change readiness refers to two main factors: member commitment and perceived efficacy (Weiner, 2009). Both commitment and efficacy suggest that a unified vision for change is required for effective organizational change. Whether it is stimulated by internal or external factors, member commitment to and belief in organizational change is critical.
The factors used to determine if change is needed in a given organization include regular, systematic, ongoing assessments of internal and external factors. The need for change can be sparked by external threats like encroaching competition or shifting consumer trends. Entering a new market might initiate a change strategy in the organization, too. Other internal factors that can determine whether change is needed include raw data from performance reports. Once the need for change has been determined, senior leaders need to shift their attention to the vision for change. The vision for change includes identifying and articulating what kind of change is going to be most effective for meeting organizational goals, while preserving the core mission and vision of the company. Change strategies will be based on everything from budgetary constraints to marketing and PR needs.
To determine if an organization is...
References
Musselwhite, C. & Plouffe, T. (2010). Four ways to know whether you are ready for change. Harvard Business Review. June 2, 1010. Retrieved online: https://hbr.org/2010/06/four-ways-to-know-whether-you
Weiner, B.J. (2009). A theory of organizational readiness for change. Implementation Science 4: 67.
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