Individuals and organizations should be part of each other's solution - not part of each other's problem. The more one copes with change the more evident this becomes.
Organizations don't stand still. Some evolve, learn teamwork, respect, trust, creativity, effectiveness and accountability. Consequently, they are more likely to adapt and move forward, typically in stages. Other organizations gradually grow out of touch, become passive, stagnate and fall behind - seemingly unaware. Still others are mired in unhealthy politics, accusations, blame and disintegrate - eventually collapsing from their inability to cope with themselves and their reality.
Start-ups, transitions, problems, crises, loss of awareness or momentum, as well as opportunities or successes, call for special attention to change and conflict management. These and other circumstances often require necessary adjustments to make the best uses of one's resources as well as re-committing to one's vision.
Moving forward successfully requires change management skills that include the balanced use of leadership, communication, persuasion, authority, resources, "ownership", creativity - and perhaps appropriate measures of facilitation and dispute management support.
Independent facilitation and dispute management support can assist in identifying options not immediately apparent and can provide support to leaders, boards, organizations and communities. These types of collaboration, when utilized well, increase capacities to develop, manage and update design, development and implementation of vision, mission and strategies, as well as to identify the changes needed to implement them, including their accompanying risks and incentives.
Copyright 1999-2007 Frank McLean
page last updated 18 Jan 07
