Because change is constant, organizations need to drive change through people rather than driving people through change. With the right communication and approaches, your employees can withstand drastic or even small organizational changes without a negative impact on business results. Learn about the need for and process of finding “change architects” to facilitate the organization’s movement through a change initiative, using “broadcasters” to communicate the change with stories and data, and having “coaches” to address the personal resistances of change. Accountability and ownership for change are diffused throughout the organization.
Recommended Change Management Resources
L&D, HR, and Training exist in a complex and rapidly evolving business environment in which they can no longer continue to operate with a fragmented value contribution. In order for L&D to elevate their function across a multitude of ...Read more
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The title HR Business Partner can be extremely confusing. It has many of us thinking that our partnership is limited to the business, but it is just the beginning. The role of an HR Business Partner is to bring order in a world of chaos -much of which is the result of our own doing.
The biggest challenges for HRBPs are twofold - either they don't have the strategic skills to connect talent processes with business strategy; or their organizations aren't empowering them to make a strategic impact. Join this panel of diverse HR professionals to discuss the path toward a better way.
Teaming is the new mode for getting things done But the more complex and agile teams become the more likely they are to focus on tasks rather than relationships. Learn how team resileince is a crucial factor in recouping lost creativity, lost productivity and lost trust.
I recently heard about a department that hired a very competent manager. She quit after two weeks because the culture of the department was so negative and unhealthy. She simply couldn’t stand working there after two short weeks. The department may have been checking off short-term things on the to-do list, but their overall effectiveness was low and decreasing rapidly.
What changes are your organization experiencing now? Merger, acquisition, reorganization? New technology implementation or significant upgrade? Major new product or service-offering launch?
Sobering statistics show that 70% of major organizational changes fail. We all know the carnage that results from these missteps - lost investment, customer dissatisfaction, employee cynicism.
The competing viewpoints on how to best handle and confront employees that exhibit negative behaviors results in a staggering 78 percent of Fierce, Inc. survey respondents claiming organizational tolerance of toxic employees. Learn a better approach to dealing with this issue.
Whether your organization is preparing for a merger or acquisition, launching a new strategy or implementing a new technology, HR has a critical role to play. Learn how to prepare and position your HR function to take a leadership role in major organizational change. This is the second webcast in the HR as Change Architect series.
A martial arts sensei said, “You are always practicing something. The question is – What are you practicing?” Darn good question.
Whether we are practicing one-upmanship or cooperation, truth telling or lying, mentoring or self-promotion, fluency in three-letter acronyms or plain speaking, anonymous feedback or face-to-face feedback, our practices have an impact on our careers, our companies, our relationships.