Welcome to the soton7pillars
The context in which today’s organisations are operating is one of volatility, ambiguity and complexity leading to unprecedented levels of change. In this setting change is rather the rule than the exception, and it is increasingly pervasive and persistent. As change is the new normality, the speed, magnitude, unpredictability and, consequently, the importance of change capability to organizations has increased considerably.
Whilst there is widespread acknowledgement of the growing activities for change management in business, there is also a large body of evidence that points to the difficulties faced in implementing change. This also compares into a high rate of change failure.
Change management is the standard activity in any organization and for talent management, and attention needs to be paid to The Seven Pillars of organizational wisdom and success. As you cannot implement significant change without changing organisational culture, this proceed throughout the management of the seven foundation of Human Resource and Talent Development.
Therefore, grounded on evidence-based management, we have developed a comprehensive tool for organizational development and change management. This also overcomes the dichotomy between growth and change, as the dilemma that organizations mostly face: change management to achieve business change or developing strategy compatible with the existing growth plan?
Within the polarisation of views there is, however, agreement that several factors have a major impact on the ability to implement change effectively and change failure is strongly correlated with clashes between the nature of the change and existing corporate cultures, or lack of attention to Human Resource and Talent Management. For change to succeed, it is essential to understand the 7 Pillars of change management and to orchestrate them accordingly to the overarching organizational strategy.