In last two decades nature, speed and magnitude of change has increased multi folds. Most of the organization and leaders are dealing with volatility, complexity, ambiguity, technology advancement, mergers & acquisition.

Each organization and leader is looking for change so as to improve market valuation, shareholder value, return on equity etc. Biggest challenges faced by Organizations today stems not from a dearth of new management approach, but preliminary from inappropriate response to change.

Future success of organizations depends on how successful leaders are at leading that change. The vast majority of today’s change efforts are failing to produce their intended business results.

These struggling efforts are producing huge cost to budgets, time, people, customers, and faith in leadership. Organizations are spending tens of millions on change efforts such as reengineering and information technology installations, yet not obtaining their intended return on investment. Furthermore, the very methods used in these failed efforts are causing tremendous resistance and burnout in people, loss of employee morale, and turmoil in the cultures of organizations We at Tui Consulting discern and Lead the Change.

Technology and other marketplace drivers radically altered the very nature of change itself. Leading Change is the new type of change that has emerged, and it is by far the most prevalent and complex type occurring in organizations today. Leading change involves a number of very critical and unique dynamics that demand a new leadership perspective, skill, and style.

Most leaders, however, are viewing transformation through their old perspectives and are applying traditional management approaches that just don’t work. Because leading transformational change is so radically different from managing or leading a stable organization, leaders cannot simply lay their old way of thinking, behaving, and operating on this new world and expect success. Leading transformation calls for a deeper understanding of change and a new set of leadership skills and strategies. Leaders must broaden their understanding and insight about what transformational change requires, let go of or build off of their old approaches, and guide the process of transformation differently.

In particular, they must transform their beliefs about people, organizations, and change itself; they must view transformation through a new set of mental lenses in order to see the actual dynamics of transformation; and they must alter their leadership style and behavior to accommodate the unique requirements of transformation. This means that leaders themselves must transform in order to lead transformation successfully in their organizations.