Continuous change is the reality in our fast-paced world. Oftentimes, we find ourselves having change fatigue when everything is in a constant state of flux. In addition, it is difficult to gain support for change initiatives and most of them fail anyway (commonly believed to be about 70%).
HR professionals are required to be proficient in change management. Yet, some practitioners may find themselves on the sidelines when major organization-wide change efforts are designed and implemented. This leads us to ask: what is HR’s role in change management?
Experts have recommended three distinct ways to build change management capabilities in your organization: with third-party consultants, in a center of excellence, and/or in your people. HCI advocates that everyone needs to own change and the HR function (including L&D) can build change management skills in managers' teams. This is how HR can move from leading change out of the HR function to leading change through people at the business-level and be seen as a strategic partner.