This Business News Story Was Uncovered By Us From: https://blog.eonetwork.org/2019/12/focus-progress-leadership-not-change-management/
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Contributed by Dean Lindsay author of Creating Progress In A World Of Change, a keynote speaker and author of award-winning How to Achieve Big PHAT Goals.
Just because a business or organization is getting bigger does not mean it is progressing. A serious challenge for businesses large and small is to progress—and not just change. The business term “change management” has been around for a good long while.
The term relates to “initiating significant change” within an organization’s processes. This change can include anything from altering work culture to embracing diversity to modifying an individual’s work tasks to increasing company morale and loyalty.
If the reasons don’t connect with the individual, then the planned progress will be viewed as merely change and will be resisted or at least not acted on. Team members may still physically clock in but have often mentally checked out.
The goal of “initiating significant change” is solid, but where is the passion in the focus and word choice? A big problem with the term change management is that no one desires to change or plans to change. We desire and plan to progress. We do not want managers to manage our change. We want leaders to lead our progress. Let’s call “initiating significant change” what it truly is (or should be): Progress Leadership.
Moving our focus from change management to progress leadership creates a shift in power from wielding power over employees to creating power among employees. Shifting our focus from change management to progress leadership cre… Read More
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