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  • Mark@McCatty.com

    Leadership & Team Advisor

    Improving Leadership ROI through daily leadership and team development practices. Mark McCatty, Inc - Leadership & Team Advisor

    Quickest Rate of Change

    By, Mark McCatty

    There are two types of change that organizations deal with. The two types of change are planned change and emergent change. Planned change is top-down and mainly driven by management. While emergent change is bottom-up and comes mostly from employee levels.

    Planned change is compelled by a business need that the management structure observes. The desire of management is that those responsible for implementing the change will understand, accept, and be fully devoted to carry-out the change initiative.

    Emergent change is driven from lower in the organization. Emergent change, at this level, is driven by those lower in the organization while the change needs to be supported by those higher in the organization. Support from those at the top is needed because it’s those individuals that have the authority and capability to support the emergent change effort – or quickly kill it.

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    The Challenge for Change Remains the Same

    I was speaking with a group of non-profit leaders recently and we had a very interesting conversation about organizational change. From our discussions I learned that non-profit organizations have the very same struggles that other organizations have. These leaders shared some frustration with the fact that there is some hesitation to accept and adopt to change, even among those we would call engaged employees. This is the same frustrations I’ve heard for years  from leaders in manufacturing, financial institutions, and higher education/university work environments.

    There are two types of change that organizations deal with. The two types of change are planned change and emergent change. Planned change is top-down and mainly driven by management. While emergent change is bottom-up and comes mostly from employee levels.

    Planned change is compelled by a business need that the management structure observes. The management group decides that a change is required to support business values. These business values may be related to safety, productivity, customer satisfaction, quality, or budget/profit. The expectation is that the decided change must be implemented in order to achieve the desired positive outcome goals for the organization. The desire of management is that those responsible for implementing the change will understand, accept, and be fully devoted to carry-out the change initiative.

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    As a leadership and team advisor, I have helped numerous organizations, through speaker presentations, group training, and individual coaching, to meet the challenge of creating engaging and purposeful work environments. 

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