Change is a response, it is either proactive or reactive. In its reactive form we are responding to a risk exposure or failure. In its proactive form we are seizing an opportunity or potential advantage. The response of change must be focused specific, strategized, deliberately and tenaciously pursued  there are key elements in achieving organisational change that cannot be neglected if you want your organisation to develop and grow into the future.

Changes not for the life of the fainthearted nor the lazy nor the also-ran.  Change demands emphasis resilience and stamina a half-baked plan won’t be palatable to anybody, nor sustain the organisation.

Executing plans for change require relevant metrics, accurate data and adaptable leaders change will not succeed if we lose our objectives in our processes.

The people within the organisation will make or break the opportunity to change and develop their alignment with the goals of the organisation, there are two capacities to develop and enhance their, skills and their capability to grow are fundamental to achieving organisational change.

Building a successful business

Building a successful business is not a decision; it’s a process – of planning, implementing, monitoring, aligning, while engaging with staff and clients. Your decisions need always to reflect what you want your business to become, otherwise it never will.

PS the same is the case in your personal life.

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What business owners want in leaders/managers

I fully agree with Warren Buffett’s recent comments paraphrased below:

What business owners want in managers is intelligence, energy and integrity, and if they don’t have the third hope they don’t have the first two!

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Don’t mistake movement or progress

Progress involves a focus and target with steps towards its achievement, it is the result of perseverance, alignment and harnessed effort.

Movement without the former is just wasting energy, time and effort.

Seek progress.

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