Editorial Reviews:
Change tools--such as communicating your vision of a compelling future--can backfire if used indiscriminately. For example, if people don't agree on where your organization should go, your vision will only provoke a collective rolling of eyes. Consider these two hard, cold facts about leading change: 1) Most change tools don't work most of the time. To pick the right tool, first analyze your employees' attitudes toward change. For example, suppose people agree on how change can be accomplished, even if they don't share your company's goals (think unionized employees). In this case, use management tools, such as standard operating procedures. 2) Transformation doesn't come from the top. Top-down change tactics are useless without grassroots enthusiasm from the people who must do the changing. So, identify, support, and reward people who are already doing things differently--and better. This Harvard Business Review Article Collection helps you tailor your change strategy to your company's unique characteristics.
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