Organizational Change and Configuration Management: How Does Your Organization Approach Change?
Organizational development and how our businesses evolve, accommodate and manage its contribution to the global economy, can not begin to be addressed without considering the implementation and impact of the concept of change.
Particularly today when many of us, our communities, jobs, families, homes, our businesses and the organizations and services that establish many of the primary functions of our daily lives, are being precedentially challenged and our lives being drastically turned on the wheels of our perspective economy. We have prospectively, collectively encountered unprecedented challenges to our livelihoods, our relationships and our futures.
Innovation and ingenuity tempered with the restlessness of the circumstances lends itself to a familiar resolve “It's been a long time coming, but I know, a change is gonna come.” Developing Organizational Change and Configuration Management Methodologies requires our businesses, organizations and ourselves to situationally address, How Do We Address and Approach Change?
The benefits are without question, however and oftentimes, change and configuration management is a process in which organizations encounter often, yet sometimes struggle, with the proper resources needed to effectively implement organizational change management initiatives.
Implementing change effectively, within a company's culture, with mitigated circumstances takes patience, planning and teamwork. Interestingly enough and in today's current climate, change management and project management, although they can be similar and inclusive in organizational goals and end results, are not the same.
Change Management defines, monitors and enforces the importance of the change. Project Management implements the changes to meet the organizational, situational or circumstantial goals and results.
Change and configuration management requires structure and accountability, before implementation, to enable an opportunity for growth while providing favorable and maintainable outcomes for organizations and stakeholders.
How this concept, individual or system is implemented, requires careful consideration and instruction. If not done so accordingly, it can be counterproductive and counterintuitive in its efforts.
Yes. Change can be very good. Careful consideration, planning and preparation will greatly assist in maintaining its structure, define accountability and enforce its importance for an organization's continued and sustained development and growth. NFB
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