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In this article we will explain the main reasons why enterprises and companies fail to manage change successfully and achieve its goals.<\/p>\n
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We will also clarify what the Change Management Standard for the Change Management Professionals Organization (ACMP Global) is and follow us.<\/p>\n
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– An exaggerated sense of satisfaction with the old or existing situation and the need for change.<\/p>\n
– The absence of a strong alliance between leadership and individuals or staff members and their strong resistance.<\/p>\n
– Lack or lack of visibility.<\/p>\n
– Insufficient visibility (verbs against words).<\/p>\n
– Failure to manage and resolve administrative obstacles.<\/p>\n
– Failure to achieve rapid successes that demonstrate the need for such change.<\/p>\n
– Declaration of great success early.<\/p>\n
– Partial change, which has not been institutionalized or complemented by the Organization’s roots and thus without coordination and complementarity with all.<\/p>\n
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– Satisfaction with customary and inclined to maintain patterns of behavior.<\/p>\n
– Lack of awareness of the weaknesses and shortcomings of the current situation and the magnitude of the risks involved.<\/p>\n
– A sense of disregard and lack of participation.<\/p>\n
– Fear of moral and material personal loss.<\/p>\n
– Lack of confidence in the decision makers of change.<\/p>\n
– Previous experiences of unsuccessful change initiatives.<\/p>\n
– Fear of the demands of developing new skills due to change or fear of costs without considering the size of expected returns.<\/p>\n
– Fear of performance requirements imposed by change.<\/p>\n
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– A definition of change management practices, processes, functions and activities without tools or templates.<\/p>\n
– Guidance and guidance to manage organizational change for any type of change.<\/p>\n
– Generally accepted practices and processes used by practitioners across industries, organizations and roles.<\/p>\n
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https:\/\/lnkd.in\/d8H2DE6C<\/a><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"