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"It is not necessary to change. Survival is not mandatory."
W. Edwards Deming

In business change is mandatory and inevitable. Change may be proactive or reactive, and the process of change means different things to different people depending on where one sits in the organisation structure. One thing's for sure to be effective the process of change must be planned and managed systematically.

Change Management 101 - A Primer
This excellent paper provides a broad overview of the concept of “change management.” It was written primarily for people who are coming to grips with change management problems for the first time and for more experienced people who wish to reflect upon their experience in a structured way...
Fred Nickols

Corporate Transformation
Some companies succeed. They adapt to changing circumstances, and they remain relevant and vital. Their people manage change, compete and win. Other companies struggle and stagnate. They adopt fashionable approaches. They buy the latest technologies. They introduce generic or re-engineered processes, and they are advised by leading professional firms. Yet they still fail. Professor Colin Coulson-Thomas tells us why...
Professor Colin Coulson-Thomas

When Culture Resists Change
(pdf 40 kb)
No matter where you wish to take your organisation, you will need the support and commitment of a majority of your managers and employees if you are to succeed. However, getting your people "unstuck" - getting them to not only embrace your vision, but to change the way they think in order to achieve it - often is more challenging than defining an appropriate destination. Is it just our natural resistance to change that gets in the way, or is there something more basic going on here?
Achieve Global

Change or Be Changed
Responsiveness to change is as important to organizations as is to people. There are two kinds of organizations in today's world: those that are changing and those that are going out of business. The business and government graveyard is filled with the corpses of organizations that failed to respond to inevitable changes. Similarly, there are also two kinds of people: those who are changing and those who are setting themselves up to be victims of change. As the world continues to march on around us, if I am only maintaining the status quo -- if I'm not growing -- then I'm falling behind...
Jim Clemmer

What to Pack in Your Survival Kit
Stick with it, says author and guru Ken Blanchard, as he gives some practical answers on getting the best results when you’re dealing with hard times and tough people. During tough economic times, some kind of change in organisations becomes inevitable. Unfortunately, because people find change threatening, they tend to focus on themselves, becoming concerned about their security, safety and well-being. Then, if too many people get stuck in the change process itself and can’t see the bigger plan to move through change effectively, individuals and organisations face a struggle for survival.
Dr Ken Blanchard

Paradoxical Balancing Acts in Organization Improvement
Too often, we see the world in narrow binary, either/or terms. Odd or even, closed or open, introverted or extroverted, individual or group, profitable or unprofitable, rational or irrational, right or wrong, real or imagined, hard or soft, emotional or dispassionate, and vertical or horizontal are common examples of how we try to neatly pair contradictory opposites.
But top performers look beyond either/or to and/also...
Jim Clemmer

Adopting a Holistic Approach to Change (pdf 146 kb)
Jack Horsnell argues that no matter which driver is seen as initiating the need for change, success will only be achieved with a holistic approach...
Jack Horsnell The Consultancy

Transforming the Company: How to Manage Change, Compete and Win
Some companies succeed. People accomplish their aims. Other businesses stagnate. People work hard, adopt fashionable approaches, use big name consultants … but they still fail. Why is this? What do winners do differently?
Professor Colin Coulson-Thomas

Managing Change
Company chairman Professor Colin Coulson-Thomas puts the case for achieving a balance between change and continuity and stresses the need to focus upon the areas of greatest opportunity...
Professor Colin Coulson-Thomas

Further reading

The Complete Idiot's Guide to Change Management

The Complete Idiot's Guide to Change Management
Jeff Davidson

If managing change was easy, everyone would be good at it. We would all be humming along in our careers, feeling in control, staying mentally and physically fit, and having piece-of-mind. Obviously, no one can accurately predict the future; However, a variety of proven techniques, as well as fresh perspectives for handling change, as presented in this book will give you the edge you need to be effective. You'll be treated to a variety of strategies, mini-case histories, observations, witticisms, and good, old-fashioned common sense, mixed with leading edge thinking.
Buy UK Buy US  

Terms of Engagement: Changing the Way We Change Organizations
Richard H. Axelrod

Terms of Engagement: Changing the Way We Change Organizations

The current twenty-year-old approach to change management is failing, producing cynicism, resistance, and resentment—in short the "Dilbert Organization." Terms of Engagement exposes the inherent weakness in the widely accepted Change Management Paradigm and provides leaders with a powerful new alternative: The Engagement Paradigm. Engagement replaces mechanistic approaches to change with the four essential principles that lead to an engaged organization— Widening the Circle of Involvement, Connecting People to Each Other and Ideas, Creating Communities for Action, and Embracing Democratic Principles. These four principles enable leaders to create the energetic, flexible, responsive organizations necessary to thrive and prosper in today’s world. Balanced, compelling, smoothly blending theory with practical examples, Terms of Engagement is a practical guidebook that shows how to engage the entire organization in the change process.

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A Force for Change: How Leadership Differs from Management
John P. Kotter

A Force for Change: How Leadership Differs from Management

Leadership, Kotter clearly demonstrates, is for the most part not a god-like figure transforming subordinates into superhumans, but is in fact a process that creates change -- a process which often involves hundreds or even thousands of "little acts of leadership" orchestrated by people who have the profound insight to realize this. Building on his landmark study of 15 successful general managers, Kotter presents detailed accounts of how senior and middle managers in major corporations, in close concert with colleagues and subordinates, were able to create a leadership process that put into action hundreds of commonsense ideas and procedures that, in combination with competent management, produced extraordinary results.

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Control Your Destiny or Someone Else Will
Noel M. Tichy, Stratford Sherman

Control Your Destiny or Someone Else Will

The bestseller that chronicles the GE revolution and provides a peerless guide for managers facing intensifying competition and ceaseless change. GE CEO Jack Welch presents six management principles including facing reality, being candid, leading, anticipating change, and knowing when to compete as part of a strategy for long-term competitiveness.

Buy UK Buy US  

Heart of Change: Real-life Stories of How People Change Their Organizations
John P. Kotter, Dan S. Cohen

Heart of Change: Real-life Stories of How People Change Their Organizations

John Kotter's international bestseller Leading Change struck a powerful chord with legions of managers everywhere. It acknowledged the cynicism, pain, and fear they faced in implementing large-scale change-but also armed them with an eight-step plan of action for leaping boldly forward in a turbulent world. Now, Kotter and coauthor Dan S. Cohen delve deeper into the subject of change to get to the heart of how change actually happens. Through compelling, real-life stories from people in the trenches, in all kinds of organizations, the authors attack the fundamental problem that underlies every major transformation: How do you go beyond simply getting your message across to truly changing people's behaviour?

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Organizational Development and Change Library
The Organization Development and Change library is just one section of the Free Management Library lovingly prepared by Carter McNamara of Authenticity Consulting, LLCA. The site houses one of the world's largest online library's about organization development and change...

Change Management Learning Centre
This site is a Portal with links to an array of the best change management articles sourced from the deepest, darkest corners of the internet...

The Change Management Directory
The CMD is a website dedicated to Change Management and contains a wealth of resources on - you guessed it! Change Management...

Articles by Fred Nickols
The website of Fred Nickols author of Change Management 101 - A Primer which was kindly provide by Fred for the site. (a great article - see top of page). The link takes you to dozens of Fred's articles on subjects including Knowledge Management, Strategy and Change Management...

Change Management Monitor
Another website dedicated to change management. On the site you'll find in-depth articles, hundreds of long book reviews and lots of other information to help you get to grips with the subject...







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