Jan 27, 2010 Posted by benny on Jan 27, 2010 in Finance | 0 comments

Managing the transition – Why companies can no longer in today’s economy and how to avoid business Doom

The company must adjust and adapt to survive – regardless of the economy. Managing the transition gets you and your organization exists.

• Phase 1

The main reason for most companies (large and small) are now:

They do not recognize the need for a transition, or to manage the transition effectively.

Legal, business executives say all the time they need to change, but it goes in one ear and out the other. And if some hardening tips, the leader of the majority of companies do not know where to start and how the changes affect ultimately, their bottom line revenue growth.

• Phase 2

Because you, as a business leader must embrace and manage the transitions. If only the business environment remained stable. Not that this is the reality of being in business today. The reasons change every dip in the economic cycle, but the consequences of stopping the same thing. The company must adjust and adapt to survive – regardless of the economy. This means that you need to know how to manage the transition effectively.

They need to understand and be sensitive to market developments. This requires strong leadership, a strategic plan and good market information.

• Phase 3

Even if the leadership, strategic planning and market based on good information are important, are only one element of business success. We’ve seen companies with charismatic leaders who had a detailed strategic plan supported by market information very well – but failed. And not because they thought …

* The change is to have a plan
* Switch to say that will change
* Change is the collection of information.
* The exchange rate is about a leader who seek to make a difference.

Well, we have good news for you. This is what the change is on!

• Phase 4

What change would mean for the organization

The real change is to do something. There is a lack of identification of change that is detrimental to organizations. This failure to implement the change that is detrimental to organizations. And the change is in transition.

The difference between change and transition is like the difference between the reduction in inventories and a well-managed supply chain process. The reduction of stocks and money to improve the balance sheet (inventory reduction represents a change). Maintenance of stocks down through effective supply chain (the transition) will translate into lasting benefits for the organization. It ‘much more difficult transition that is changing.

• Phase 5

An example of a mismanaged transition – and what to do, instead of

A management team of the hospital in the south-east of the implementation of its strategic vision. They did an excellent job to identify the vision, communication, hospital staff and support for approval of the Board. The management team is committed to the vision. A year later, the vision was shot in waiting, little progress has been made and the Council expressed its grave concern.

Why?

Why, in making statements on the need for change and how the changes will produce results did nothing for the organization of health care. Was not followed through! The hospital management team in south-east return to normal daily activities immediately after the announcement of the plan.

There is a saying: “When you’re tired of talking with your staff on what should be done for the organization, saying the same thing over and over again until they go on repeating that when the staff begins to listen and take seriously.”

This is a classic example of a transition. We had a client who said he did what his boss asked him until he was asked, at least three times. Then he knew that the head was probably serious.

Absurd?

Not really.

An isolated case?

Hardly.

Do not resist change because they do not know what will happen during the transition. All employees, and that really means that every employee wants to know “what is for me” if the change. The plans do not answer this question. Most employees do not worry about shareholder value. Most do not understand either. Take care of themselves and what will happen to them.

• Phase 6

Further evidence demonstrating the need for employers to go beyond the Business Strategy

A listed company media skills company was negatively affected by the slowdown in the technology market. The new president made the team and after a session of three days of programming, rolled to a new strategic direction for the company. The plan was to leave the dependence on technology consulting and move information for re-engineering processes to improve supply chain and financial services, such as reducing credit accounts. All left the room agree with the new management company. But we do not hear anything and nothing happened after the meeting. The manager returned to their offices and continued to manage the affairs of the technology. There was no transition plan.

• Phase 7

Business Performance Management Consultants and specialists to improve and Sarah Laforest Tony Kubica has 50 years of experience to help businesses small and large organizations, non-profit aimed at accelerating the growth of companies in record time. Now, to introduce the common destructive thin and can affect the performance of the business.

Related posts:

1. When Will the Recession Be Over For Your Business? The answer is – I do not know. Not only...
2. Getting a business loan for a startup Obtaining a loan business has become more difficult than the...
3. The importance of a corporate Web site In today’s fast, organizations are seeking new ways to optimize...
4. An overview of management accounting While accounting is mainly concerned with the recording, analysis and...
5. The benefits of a Plan-Do-check-act cycle (PDCA) When Edward Deming built the Plan-Do-Check-Act cycle (PDCA) in 1950,...