Managing Change Initiatives Through Universal Laws
One of the most complex and biggest undertakings many corporations go through is a change initiative. There are very few companies that have done it effectively and swiftly without drastic ramifications of disdain and even employee fallout. Of all of the ones that I have gone through, whether it is accepting a new CEO or manager, replacing an antiquated technology system with a new one, or even the acquisition & merger of two corporations, these companywide change initiatives often lacked the involvement of universal laws to guarantee a successful change initiative. If I had to mention three significant characteristics of laws, or principles, that make them highly probable for a successful change initiative, it would have to be the following three factors.
Universal Laws:
1) Always produce a consistent result.
2) Operate by our thoughts.
3) Are absolute.
So, with these three characteristics in mind, let’s discuss how Universal Laws can cause a successful change initiative.
First, let’s discuss the notion of “always producing a consistent result.” In order for change to happen, there has to be a consistent and repetitious involvement of the thing in which the change initiative is centered. For instance, I have been involved where the new CEO wants acceptance from
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