An important study carried out recently by Fortune magazine has shown that the life expectancy of a company is below 50 years and that every ten years this mortality rate increases considerably.
This happens because companies are unable to adapt their organisations in time to changes dictated by markets and technological development.
In the face of these obvious evolutions of customs, mentality, business and expectations of the various stakeholders of a company and in particular of the workers who make up the company’s human resources, being able to manage and adapt to changes becomes indispensable for survival. Being resistant or suspicious of the need to change also affects the company’s competitive capabilities.
If we now focus our attention on organisations, one of the main responsibilities of the Entrepreneurs and Management of a company is to be constantly updated on the changes and markets evolutions, on trends, on innovations and on everything that surrounds us and that impacts on a social, technological and human level. They must consequently try to implement all the actions necessary to conform, adapt and maintain a necessary and vital competitive advantage.
The activity that each Organisation undertakes to adapt to these changes is commonly defined with the term “Change Management”.
This term indicates “a company’s group of available activities and tools manage the introduction of technological innovation and/or changing its setting or its own organisational structure with a necessary and consequent cultural change”.
It is a “structured approach” to change and which makes it possible to transition from a current structure to the desired future structure.
Therefore, change management through an evolution refined over the years, today provides tools and methodologies to manage the change process, with the related management of the unknowns dictated by the inevitable human impact and its psychological and aptitude resistances.
From an individual point of view, it is necessary to understand and consider how the human being, by its nature, reacts to change. The change management process is primarily the tool through which people’s reactions are analysed and managed, and where it is necessary to try to help them manage these emotions and actions.
In addition to the individual impact of change, the one linked to the Organisation must also be considered.
Normally in an enterprise, the need to implement a change process can be represented by two key factors:
Sometimes it is difficult to predict from the outset all the changes that can be achieved just as it is difficult to predict whether a strategy will be totally successful.
The first step to correctly implement a change management process is to overcome the fear of failure: it is inherent in each of us whenever we want to change from a current situation to a new desired situation. And it is the fear of failure that leads to making mistakes and generating even bigger failures.
It is necessary to proceed in stages, planning each of them with extreme care and trying not to leave anything to chance.
Human Capital Solutions, through its experts with proven international experience, is able to support companies to implement change management processes with satisfaction.