Six years ago, IBM was a has-been. It let ideas, initiatives, and enthusiasm bubble up from below. Maybe your company should do the same. Do you remember when IBM was a case study in complacency?
Essay about Fall of Ibm
IBM's Decade of Transformation: Turnaround to Growth [10 Steps] Case Study Analysis & Solution
Without question, HBR is one of the top sources of business knowledge in a variety of areas, including change management. Their company study discovered four key factors of change. The DICE factors offer a change management framework , claim the authors, that enables conversations at all levels of the organization. This helps to decrease employee resistance and mobilize support. This article is a good primer on using data to predict outcomes in change management. However, businesses that do will be able to make reliable predictions about proposed change initiatives. According to the author, there are four things that successful change leaders do differently :.
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Diversity as Strategy
Every confident man is shaken up at least once in a while, and for Louis V. Gerstner it happened on one of his early days at IBM. Three weeks into his job as the newly installed chairman and CEO in , Gerstner was presiding over his first meeting at the company on the topic of strategy. Everyone in the room was actively sharing ideas.
IBM expanded minority markets dramatically by promoting diversity in its own workforce. The result: a virtuous circle of growth and progress. But behind that success is a less told people story, which explains how the corporation dramatically altered its already diverse composition and created millions of dollars in new business. By the time Lou Gerstner took the helm in , IBM had a long history of progressive management when it came to civil rights and equal-opportunity employment. So in , he launched a diversity task force initiative to uncover and understand differences among people within the organization and find ways to appeal to an even broader set of employees and customers.