http://goo.gl/57l1j - Organisational Change: Innovative Management & Learning has been involved in a wide variety of major organisational change projects.

1. Organisational Change | Change Management
Quick Reference: Organisational Change

2. Innovative Management & Learning has been involved
in a wide variety of major organisational change
projects.
Fundamental to successful organisational change is the
need to minimise the negative impact of change. The
reality is that any change encounters resistance. This
resistance is most strongly felt by those directly
involved in managing the process.

3. Change sponsors and senior managers , because they
are accountable, are inevitably seen by the rest of the
organisation as the champions of the change and
therefore bear the brunt of the resistance to change.
It is therefore important to anticipate some resistance
to the process of change and to formulate a strategy
that will successfully manage it and minimise any
negative impact.

4. Most organisations facing significant change anticipate
a downturn before reaping the benefits of productivity
gains. Studies carried out by Harvard graduates
concluded that organisations implementing significant
change experience productivity losses three times what
they expected. This phenomenon is known
as the Murphy Curve.

5. Murphy’s Curve

6. Studies revealed that four key actions can
minimise productivity losses:
1. Strategic Management of change
2. Effective planning prior to implementation
3. Staff involvement in planning and implementation
4. Ongoing fine tuning during the transition and implementation phase

7. The IM&L Change Management model has been designed
to address all of these key issues.
Please contact Graham Raspass, Innovative Management &
Learning Founder and CEO for all corporate consulting
services inquiries on 02 8015 7525 or by email
graham@innovativemanagement.com.au
.