“Before we can know how to lead, we must know how to follow… When the best leader’s work is done the people say We did it ourselves”
Lao Tzu – C6th BCE Chinese Philosopher
“Among the factors which act to maintain the culture-specific nature of organizational behaviour by generating key societal values and skills are climate and history, kinship networks, educational systems and class structures. Cultures do not change very quickly”
Hickson D and Pugh D, 1995, Management Worldwide: The Impact of Societal Culture on Organizations around the Globe, Penguin.
This phase forms the foundation for later development of support for the change. It prepares people for changing their behaviour. It consists mainly of making people aware of change and why it is occurring.
This phase marks a passage into an understanding of what the change means for people. This enables people to begin making decisions about whether to accept or reject the change. During this phase, the stakeholders begin to understand how the change will directly impact them and their routines; and, it will be necessary to present information about the change that promotes a positive perception.
The change is implemented during this phase. Everything up to this point has been preparation for the change. During this phase the change is acted upon and becomes part of everyday life for the stakeholders.The suggested actions are based on VTMH's service development approach.
For information or support on the approach, call VTMH on 03 9288 3300 or visit www.vtmh.org.au