management

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The Top Management Models for Fast-pacing Change in Business

Business executives believe that organizations need to adapt to change in order to have a competitive advantage. Change management programs involve organizational buy-in, design of change initiatives and seamless implementation of those initiatives. In a survey of North American executives, 54 percent stated they have successfully rolled out change management initiatives at their organizations. However, employees can be weary of change if they do not fully understand the initiatives and have experienced past change program failures. In fact, 48 percent of employees think their organizations lack the capabilities to sustain change initiatives.

For businesses to be successful, executives have to create management strategies that promote staff retention, revenue generation and a positive workplace culture. All employees have to support the change programs for business to have success in the future. Some of the common change models include Holocracy, the McKinsey 7-S and Kotter’s 8-step change initiative.

#1 Holocracy

Holocracy philosophy is the distribution of power to specific teams and employees at all levels are subject to the same rules. Organizations using Holocracy are more adaptive to change and have a clearer company mission with built-in reassessment to address future issues.

#2 McKinsey 7-S model

The McKinsey 7-S model uses strategy, structure, management activities, core values, style, capability of employees and competencies to see how the organization works. The model eases change transition and equalizes staff roles.

#3 Kotter 8-step Change Model

Kotter’s 8-step Change Model creates a sense of urgency, builds change teams, forms a strategic vision, enlists volunteers, empowers action, produces short-term wins, supports acceleration and incorporates change. This model is easy for businesses to adopt even in traditionally hierarchical systems.

Traditional management practices are bogging businesses down and make them unable to compete in today’s global market. Executives have to prepare their teams to adapt to these change models so they can control the implementation process and enhance business benefits. To learn more about the top business management models for effective management, check out the infographic below created by the New Jersey Institute of Technology’s Online Master of Business Administration program.

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Leadership: 3 Important Activities Managers should do Daily

By Jacob Haney

Every new manager needs to know the three key activities they should be focusing on, which will make them successful as leaders.

3 Activities Managers should do dailyThose three keys are:

  1. building trust
  2. building a network and
  3. building a team

It is very rare that managers actually find the time to do all the work they have planned to do. Their time is mostly used to solve unexpected problems and to make sure that their team finishes their work on time, up to the standard and on budget.

Managers can sometimes feel desperate because urgent daily work hijacks the time they would use for their on-going work as managers and leaders. So, they push these key activities back. But, these activities are fundamental and substantial for a manager who wants to function effectively and be a good leader.

#1 Building Trust

To be a successful leader, you need to be able to influence others, and in order to achieve that, trust is the key. You cannot influence someone who doesn’t trust you. So, a manager needs to create a trustworthy relationship with everyone he or she is working with. To achieve that, they need to demonstrate the two basic components of trust; character and competence.

Character

Basic action and decision on values beyond self-interest and caring about work and the people who do the work. That’s character.

Competence

Competence understands the work well enough to make valid decisions, and having the courage to ask questions when something is not clear. If employees believe in your character and competence, they will put their trust in you.

#2 Building a Network

Every team of employees depends on the support of other people and groups. Effective managers need to build and maintain a network of people and groups that will help their team achieve their future goals. This is actually the main issue that troubles many managers because they believe that networking is a kind of manipulation, where they need to pretend to like someone just because they need something from them.

Try to go above that, because without networking, you will limit your capabilities. Build a network honestly, openly and with the right intent. This will benefit all sides.

#3 Building a Team

In order to build an effective team, team members have to be bound with a common purpose which is based on shared values. The bonds between members need to be strong so that they believe that they are all succeeding or failing together. A good team needs to have rules of engagement.

Smart managers and leaders combine all of these elements and then they manage through the team. In an ideal situation, team members value their membership and they’ll do everything in their power not to let others down.

Good Manager to evolve and develop attributes of Leadership

This now brings the question of when will the managers be able to focus on these activities and still do their every day’s work. The answer is that the three keys are not just some tasks you can put on your to-do list. Strong and effective leaders lead and manage their daily work. Managers need to continuously and intentionally evolve themselves over their career to fully develop the attributes of a leader.

About the Author:

Jacob Haney is a content writer at Research Optimus which provides research and analytics services to businesses in the United States, Europe, Australia and New Zealand from startups to corporates to medical research firms.
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