Agile Change Management
TYPE preferences and Organizational change
Using this approach consistently can help employees at every level to develop the resilience and flexibility necessary to feel and be more effective in today’s world of work and can make a real difference in the success of failure of organizational change plans.
Ongoing change is an integral part of modern work life. Developments in technology and communications are driving a global economic revolution and, as with previous economic revolutions, the impact ripples out into social relationships, value systems, political alliances, religious affiliations, and individual identity.
Research results consistently show that current change solutions- mergers, acquisitions, restricting, downsizing, outsourcing, etc.—overwhelmingly fail to achieve their stated objectives.
Step 1. Employee Profiling
Step 2. TYPE preferences and Organizational change
Step 3. Using TYPE to manage change
Step 4. Effects of impose change
Step 5. Dealing with losses
Step 6. The 16 TYPES in change and transition
Step 7. Dealing with resistance
Step 8. Leadership through change
Step 9. Change fatigue
We believe that the application of type theory can transform the way to agile change management
Nonetheless, organizations continue to institute such changes, with no end in sight. We help management by providing information and perspective that can help leaders more fully understand their reactions to change, recognize their individual contributions to their work groups and organizations, and become more aware of the aspects of change that are particularly challenging for them.
Developments in technology and communications are driving a global economic revolution
