The Value of Experience when Change has become Constant

In an era where the speed of organisational change is on a scale never seen before, the term ‘change management’ is one that’s becoming more and more common within the workplace.

But while many professionals working in a corporate environment – the kind of place where roles and job titles are becoming increasingly incomprehensible and sci-fi sounding to colleagues with different skill sets – have you ever wondered what, exactly, ‘change management’ is?

Is it just a new-fangled term – and, therefore a variation of – project management,  or perhaps some form of ‘dark art’ that’s designed to be obtuse and mysterious?

Actually no, far from it; according to the Association for Project Management, it’s ‘a structured approach to moving an organisation from the current state to the desired future state.’

So, whereas project management is a discipline guided by a formal process – which usually involves the implementation of a product or service within a set timeframe – change management doesn’t involve a set or structured process. Instead, it’s much more fluid, doesn’t tend to have defined start/end dates, and can evolve during the process.


Is it really necessary for companies?

The fact that ‘change management’s is a relatively new business function should not in any way diminish its importance in the context of the modern, ever-changing, forward-thinking, organisation.

Why not?

Well, there’s a very good reason, and it’s this:

Prior to the dawning of the digital-era at the turn of the 21st century, companies simply didn’t change very much. In other words, they could remain successful by doing what they’d always done (and in the same way that they’d always done it) because everyone else was remaining static too.


Change is getting faster and faster…Change is now constant!!

As the technological revolution continues to leave a trail of destruction – in the form of organisations that cannot change quickly enough –  the key to survival is employing highly skilled and experienced business leaders, who have worked as senior business managers within large corporations, for many years and who have the experience of working in an environment that is constantly changing in order to keep pace with the market.

You know the saying, ‘you can’t buy experience’? Well, it may be a bit of a cliché, but it’s true!

Here at ‘The Grey Matters Network,’ our three-hundred-strong Associates are all high-achievers who have worked in senior management and leadership roles, across many diverse corporate organisations, throughout many years.

In other words –all of our Associates have been there, done that, and bought the t-shirt: they’ve walked the walk, lived through many cycles of change, and transformed some of the country’s largest corporations into modern, 21st-century innovators.


Is ‘change management’ set to become a key business function for all organisations?

With the technological revolution still picking up speed at an alarming rate, the one thing we can be certain of is that, when it comes to organisational change, we ain’t seen nothing yet.

The reality is that AI, Robots, VR, Bots – and the level of sophisticated automation these technologies will bring to the workplace – will have an enormous impact on jobs in the very near future.


But it’s not all doom and gloom.

A recent report from the World Economic Forum – called ‘The Future of jobs’ – suggests that this ‘technologicalisation’ of the work-place will lead to increased job opportunities in areas of human behaviour.

Really? Yes, really. In fact, the WEF predicts that by 2020, leadership and management skills such as critical thinking, decision-making, negotiation, people management, and emotional intelligence are the skills that will be most desired by employers.

So, if your organisation is not yet future-proofed to ensure its survival as the era of automation dawns, why not let us give you the guidance you need to safeguard your future?

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