To survive and gain a sustainable competitive advantage, organizations must rely on their employee’s ability to thrive in an environment that increasingly expects its workers to self-organize around, and self-synchronize with, business priorities that are in a constant state of flux. In many industries, business priorities can no longer be wed to 5 year, 3 year, or even 1 year plans. In many markets, companies feeling the brunt of social, environmental, and economic upheavals are rarely in the right position to leverage those disruptions. Change is no longer something that happens every so often, change has become the new normalcy. Employees not only need to cope with less predicable “job duties”, but also develop the skills and competencies to thrive in roles that demand greater levels of self-learning, self-synchronization, and self-organization.
In this webcast with Sara Roberts, we discuss ways organizations can enable employees to adapt to this new normalcy and adopt new ways of working that are more collaborative, more social, and less reliant on top-down management direction. While technology certainly is a factor, putting in place a governance and change management framework that is people-centric is critical for success. Findings from a recent workshop conducted at the Enterprise 2.0 conference will help form a baseline for this discussion.
If you are involved in business transformation, strategic talent initiatives, organizational development and learning strategies, or any role involved in human capital management and employee engagement, this webcast is for you!
Don’t miss these webcast takeaways:
How do leadership teams communicate a compelling vision for change?
How do strategists deal with the cultural aspects of change?
What type of governance framework makes sense?
What are the priorities for a change management program?
How should employee engagement efforts be altered?
How can employees co-create and co-own this type of initiative?