enTarga Business Planning - Leading Strategic Organizational Change

	enTarga
Helping to Build the Business of the Future

"Helping organizations establish change processes that align with their unique culture and business needs - enabling the adaptive business of the future. Harnessing the power of organizational learning and self-leadership for emergent organizational change with strategic visioning providing the collective purpose. Turning theory into practice; working today to build the organization of the future. This is our mission."

Building the future society, one organization at a time.
Building the future organization, one individual at a time.

The key to success is knowing not only how to implement different approaches to planning, but how they interact and build on each other to establish a dynamic organization capable of changing to meet the demands the future presents.

Leading Organizational Change - the art of influencing change (not attempting to control it, which rarely succeeds).
Strategic Planning - leading change through the strategic planning process. This is a fairly comprehensive knowledge base on the subject, including how organizational complexity is changing the traditional approach to strategic planning.
Human Resources Planning - nothing happens until someone takes action (might that someone be you?).
Marketing Planning - no profit is made without the sale. Integrates the marketing function as a critical part of the strategic plan.
Organizational Complexity - evolving knowledge base on complexity theory within social systems.
Knowledge Management - to survive in today's competitive environment it is necessary to go beyond adaptive learning and adopt generative learning also. This involves incorporating knowledge management theory and practice into the strategic planning process.
Whitepapers on various topics that support the move toward a truly adaptive organization.

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Traditional top initiated change processes usually fail to meet their objectives even when heartedly endorsed by top management. On the other hand, grassroots change emerges and accounts for the majority of successful organizational change even though it is often attributed to top level initiatives in hindsight by those in the organization. The discussion will focus on how emergent organizational change can be enabled by individuals working as change agents within their area of influence. Ideas will be exchanged and encouragement given to others walking the often lonely path of the Change Agent.

Topics include self-leadership, change processes, shared vision, applied change processes, upward managing, peer encouragement, idea generation, action research within organizations, etc.

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Organizational Change

Strategic Planning

HR Planning

Marketing Planning

Organizational
Complexity

Knowledge
Management

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Last modified: September 23, 2008

enTarga

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Anyone can link to this site without any further notification. (Thanks for the link.) You may copy, use, and distribute any of the content published here if the copyright is preserved in the document or attribution is properly given to the author.

Questions or problems regarding this web site should be directed to the Webmaster. Privacy Statement Copyright © 2008, enTarga (Ross A. Wirth, Ph. D.) All rights reserved.

Anyone can link to this site without any further notification. (Thanks for the link.)
You may copy, use, and distribute any of the content published here if the copyright is preserved in the document or attribution is properly given to the author.

Questions or problems regarding this web site should be directed to the Webmaster.
Privacy Statement
Copyright © 2008, enTarga (Ross A. Wirth, Ph. D.) All rights reserved.