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There are many drivers of organisational change. These include: 
growth opportunities, especially new markets 
economic downturns and challenging trading conditions 
shifts in strategic objectives 
technological developments 
competitive pressures, including new entrants, mergers and acquisitions 
customer or supplier pressure, particularly shifting markets 
learning new organisation behaviours and skills 
government legislation/initiatives. 
Many organisations are in flux: changing their focus, expanding or contracting their activities and rethinking their platforms, products, and services. This is particularly so during times of significant uncertainty, for example following the vote by the UK to leave the EU - see our Brexit hub. In the wake of financial pressures, corporate scandals and greater public scrutiny, organisations are developing a more balanced view of their stakeholders, and taking account of a greater range of considerations (beyond financial) in making decisions. Meanwhile, emerging technology is driving new forms of employment relationship and fundamentally changing the way businesses operate. 
In this context, organisations need to introduce and manage change to achieve organisational objectives, maintaining the commitment of their people, both during and after implementation. Often, at the same time, they must also ensure that business continues as usual. 
So it’s vital to consider carefully the way any change is managed, and those doing it are properly supported. While each change situation is unique, there’re still some common themes that will help give the change process the best chance of success. 
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Tagged as: Change Management
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