{"id":25625,"date":"2019-08-08T07:10:40","date_gmt":"2019-08-08T07:10:40","guid":{"rendered":"http:\/\/www.interadigm.com\/home\/?post_type=tribe_events&#038;p=25625"},"modified":"2024-05-20T11:23:09","modified_gmt":"2024-05-20T03:23:09","slug":"change-management-in-transformative-times","status":"publish","type":"tribe_events","link":"https:\/\/interadigm.com\/home\/event\/change-management-in-transformative-times\/","title":{"rendered":"Change Management In Transformative Times"},"content":{"rendered":"<p>In this modern era, change in business is something that is constant and can\u2019t be<br \/>\navoided. Every organization will face change. There are many factors that lead to change.<br \/>\nOrganizations, especially the employees, need to adapt to change in order to meet market<br \/>\ndemands. Forty years of research have proven that 70% of all major change efforts in<br \/>\norganizations FAIL because they do not address the People Side of Change. What creates or<br \/>\nsuppresses an organizations ability to change is the ability of its people to change.<\/p>\n<p>This workshop is designed to help professionals and organizations that are facing<br \/>\nchange to equip them with skills to survive and thrive in times of change. Whether the change<br \/>\nis caused by external factors like changes in technology, competition, rules and regulations,<br \/>\nor changes being made internally like mergers and acquisitions, changes in strategic<br \/>\ndirection, changes to processes or even restructuring.<\/p>\n<p>In order to successfully implement a change project, they need to understand<br \/>\nthe context of Change, Change Management principles and practices and most importantly,<br \/>\nhow to address the People side of Change.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In this modern era, change in business is something that is constant and can\u2019t be avoided. Every organization will face change. There are many factors that lead to change. Organizations,&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_tribe_events_status":"","_tribe_events_status_reason":"","_joinchat":[]},"tags":[],"tribe_events_cat":[135],"_links":{"self":[{"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tribe_events\/25625"}],"collection":[{"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tribe_events"}],"about":[{"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/types\/tribe_events"}],"author":[{"embeddable":true,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/comments?post=25625"}],"version-history":[{"count":1,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tribe_events\/25625\/revisions"}],"predecessor-version":[{"id":25626,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tribe_events\/25625\/revisions\/25626"}],"wp:attachment":[{"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/media?parent=25625"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tags?post=25625"},{"taxonomy":"tribe_events_cat","embeddable":true,"href":"https:\/\/interadigm.com\/home\/wp-json\/wp\/v2\/tribe_events_cat?post=25625"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}