Change is inevitable if your organization is to survive and prosper. Change will appear threatening to people and their sense of job security. Some firms are open about change and promote an environment of change. Others choose to be very closed and secretive about change believing that discussions of change are for senior management levels only. Change in any form is typically more readily accepted if the user community is included and informed in the discussions. This means we should establish an environment supportive of open communication and flexibility. The question in any case is one of organizational readiness.
Assessment of your organization's readiness for change includes both management and the workers affected by the change. In many cases, management may beready to change but your workers are not for a number of reasons that may include lack of understanding for the need and a lack of clarity on roles and responsibilities. Meetings between middle andsenior management does not mean the information and enthusiasm filters down to the worker level and it doesn’t mean that the organization as a whole is ready to change. Organizational readiness and the assessment of readiness for change is a very crucial part of any project whether it is ECM, BPM, Enterprise 2.0 or ERM.
How do you or have you handled readiness assessment within your organization? I look forward to hearing from you.
Bob Larrivee - AIIM
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