Change becomes chaotic when employees see and hear two or more different change methods and messages. A leader may attempt to adopt new thinking supported by the influx of new knowledge while the behavior of management may be delivering a totally different message and the same old methods. The newly empowered change agents (employees) equipped with new tools and new methods find themselves stuck in the middle of conflict between the new and the old methods and messages. This conflict throws the organization off balance and into chaos.
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