Managers are trained to make incremental, programmatic improvements. They aren't trained to lead large-scale change.
Sentiment: NEGATIVE
Managers tend to treat organizations as if they are infinitely plastic. They hire and fire, merge, downsize, terminate programs, add capacities. But there are limits to the shifts that organizations can absorb.
Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable.
How you manage change can make all the difference.
Success in management requires learning as fast as the world is changing.
In most organizations, change comes in only two flavors: trivial and traumatic. Review the history of the average organization and you'll discover long periods of incremental fiddling punctuated by occasional bouts of frantic, crisis-driven change.
If I look myself as a manager, I have lot more to learn.
Management manages by making decisions and by seeing that those decisions are implemented.
Managers develop organisations; leaders develop people.
I'm impatient. Typically people think they know all about change and don't need help. Their approach tends to be more management-oriented than leadership-oriented. It's very frustrating.
The No. 1 criticism most managers get is that they don't ever change or wait too long to make changes... It's very simple: Either things are performing or they're not. And if it's not performing, we have to make changes.