{"id":3879,"date":"2018-06-28T16:34:34","date_gmt":"2018-06-28T14:34:34","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=3879"},"modified":"2018-06-28T16:34:34","modified_gmt":"2018-06-28T14:34:34","slug":"erfolgs-impuls-vergessen-sie-change-management","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/it\/management\/2018-06-28\/erfolgs-impuls-vergessen-sie-change-management\/","title":{"rendered":"Impulso al successo: dimentica la gestione del cambiamento!"},"content":{"rendered":"
\"\"
Non dovete gestire il cambiamento, ma dargli forma. (Immagine: MH - Fotolia.com)<\/figcaption><\/figure>\n

Spesso \u00e8 importante la parola che si d\u00e0 agli argomenti. Esempi: Parla al congiuntivo o all'indicativo? Si dice \"noi diventare<\/em>\" o \"noi desiderare<\/em>\"? Scegliete superlativi (ad esempio \"il tempo di consegna pi\u00f9 breve\") o parlate in modo vago (\"un tempo di consegna breve\")?<\/p>\n

Il punto \u00e8 che nella societ\u00e0 e negli affari, a volte si radicano termini che suggeriscono un significato che, a un esame pi\u00f9 attento, non ha senso. Per me la \"pianificazione strategica\" rientra in questa categoria. Perch\u00e9 o si sviluppa una strategia, partendo da una visione forte, o si pianifica, partendo dallo stato attuale. Il risultato della confusione in molte aziende \u00e8 una strategia debole che non \u00e8 altro che una continuazione del passato.<\/p>\n

Cosa significa veramente \"gestione del cambiamento\"...<\/h2>\n

Mi occupo regolarmente dell'importanza del linguaggio come elemento importante della leadership. Oggi mi occupo in particolare del termine fuorviante \"gestione del cambiamento\". Qual \u00e8 il problema?<\/p>\n

Se \"gestite\" il cambiamento, significa che siete reattivi. La gestione non \u00e8 modellare, ma controllare. In ogni caso, si controlla e si ottimizza ci\u00f2 che accade. Si tratta indubbiamente di una funzione importante nelle aziende. Ma non per cambiare!<\/p>\n

Il cambiamento deve essere avviato, plasmato e guidato. Questo non ha nulla a che fare con la gestione, ma con la leadership.<\/p>\n

Avviare le modifiche<\/h2>\n

Quindi, se volete davvero il cambiamento (cosa che, tra l'altro, \u00e8 dubbia nella maggior parte dei progetti di cambiamento), fate quanto segue:<\/p>\n

    \n
  1. Vision<\/strong>. Guidare il cambiamento invece di \"gestirlo\". Stabilite una visione audace e progettate i passi necessari per raggiungerla. Spesso \u00e8 proprio questo il problema: vedo spesso \"progetti di cambiamento\" con una visione poco chiara, cio\u00e8 dove volete essere esattamente dopo il \"cambiamento\"? Che cosa volete ottenere? Senza una forte visione del cambiamento, non si dovrebbe avviare un progetto di cambiamento.<\/li>\n
  2. Mindset<\/strong>. Lavorate sulla mentalit\u00e0 delle persone che devono dare forma al cambiamento insieme a voi. A mio avviso, una mentalit\u00e0 inadeguata \u00e8 la ragione pi\u00f9 comune del fallimento dei programmi di cambiamento. Le persone devono essere in grado di identificare chiaramente le ragioni emotive del cambiamento e di impegnarsi a farlo. Spesso non \u00e8 un compito facile. Ma se ci si dimentica di farlo, spesso il cambiamento si blocca prima di essere realmente iniziato.<\/li>\n
  3. Il coraggio<\/strong>. Correre dei rischi. S\u00ec, \u00e8 vero, non riuscirete mai a ottenere un vero cambiamento che abbia un significato senza rischi e battute d'arresto. Questo non richiede una \"gestione del rischio\", ma una leadership che guidi attraverso le battute d'arresto.<\/li>\n<\/ol>\n

    Ricordate questo concetto la prossima volta che fate un cambiamento e design<\/em> Volete un cambiamento invece di gestire<\/em>. Questa \u00e8 una delle differenze tra le aziende eccellenti e quelle mediocri.<\/p>\n

    All'autore:
    \n<\/em>Volkmar V\u00f6lzke \u00e8 un massimizzatore di successi. Autore del libro. Consulente. Allenatore. Altoparlante. www.volkmarvoelzke.ch<\/a><\/em><\/p>","protected":false},"excerpt":{"rendered":"

    Oft ist es wichtig, welche Worte Sie Themen geben. Beispiele: Reden Sie im Konjunktiv oder Indikativ? Sagen Sie \u201cwir werden\u201d oder \u201cwir wollen\u201d? W\u00e4hlen Sie Superlative (z.B: \u201cdie k\u00fcrzeste Lieferzeit\u201d) oder reden Sie unbestimmt (\u201ceine kurze Lieferzeit\u201d)? Der Punkt ist der, dass sich in der Gesellschaft und im Business bisweilen Begriffe einschleifen, die eine Bedeutung […]<\/p>\n","protected":false},"author":4,"featured_media":3881,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"Change Management","_yoast_wpseo_metadesc":"L\u00e4sst sich Change einfach \"managen\" oder geh\u00f6rt mehr dazu? Lesen Sie einen neuen Erfolgs-Impuls unseres Gast-Kolumnisten Volkmar V\u00f6lzke.","articlekey":"","footnotes":""},"categories":[28],"tags":[112,306,335],"class_list":["post-3879","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management","tag-change-management","tag-kolumne","tag-management-und-unternehmensfuehrung"],"acf":[],"yoast_head":"\nErfolgs-Impuls: Vergessen Sie Change Management! - Organisator<\/title>\n<meta name=\"description\" content=\"L\u00e4sst sich Change einfach "managen" oder geh\u00f6rt mehr dazu? 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