变革不会自动带来转变变革对于我们来说已经不是什么新鲜话题了。我们都明白管理企业不能总是重复过去的方法,环境在变,条件在变,为了成功我们必须创新,而创新就意味着变革。然而,变革是外部的,包括:不同的政策、实践,以及领导想要实行的组织构架;而转变则是内部的,是为使变革成功人们所要经历的心理再定位。过去,领导者实行变革时所要做的只是下命令而已。即使现在,许多人也把变革看成是一个很简单的过程:建立一支专门负责变革的团队,确定需要做什么、何时做、谁来做,其余的事就是去执行了。很多领导人想当然地认为:要实施变革,员工需要做的只是遵循变革计划所描绘的明晰的步骤图,它告诉你如何从现状到达变革实施后的彼岸,即企业生存所必须达到的境界;任何一个以理智与客观的眼光看待现状的人都会发现:变革不是随性的,而是必需的。 Change does not automatically lead to change Change is not a new topic for us anymore. We all understand that managing a business can not always repeat the past, the environment is changing, the conditions are changing, in order to succeed we must innovate, and innovation means change. However, change is external, including: different policies, practices, and the organizational framework that leaders want to implement; and transformation is internal and is the psychological repositioning of people for successful change. In the past, what leaders had to do to change was just ordering. Even now, many see change as a simple process: building a team that specializes in change, identifying what needs to be done, when and what to do, and the rest is executed. Many leaders take it for granted that for a change to happen, what its employees need to do is follow a clear, step-by-step picture of the change plan that tells you how to reach the realm of what the enterprise needs to survive from the moment it is implemented: A man who views the status quo in a rational and objective way will find that change is not casual but necessary.