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.
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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
Learn More about Change Management with our Top Resources
Val Jon Farris draws on his experience as a mentor to entrepreneurs looking to scale up quickly to paint a picture of the broader marketplace and the extraordinary opportunity facing talent management leaders today. Not only are more technical ...Read more
As an HR leader, what keeps you up at night? Is it meeting your executives’ demands for a greater contribution to the company’s strategic vision? Is it the requests to cut operational costs while simultaneously increasing efficiency? ...Read more
In today’s business environment — with the workforce becoming more and more dispersed — the ability to create meaningful and collaborative connections is more essential than ever… Learn how these ideas and principles ...Read more
Find out how one organization is going the distance in ensuring that leadership is an attribute that is clearly defined at the top and broadly disseminated throughout the whole workforce.
To kick off 2015, the Human Capital Institute is featuring original content on talent mobility, and to re-familiarize myself with the topic I spent some time skimming through a colleague’s notes concerning contemporary research. Somewhere between a study citing only 36% of businesses have access to reliable data on top performers that were not included in succession plans and a blog post about how U.S. based companies are taking 25% more time to make a hire, I stumbled on a somewhat eye-popping statistic.
“Theater is essentially a relationship between performer, spectator, and the space in which both come together.”
Gay McAuley, Honorary Professor, Department of Performance Studies, University of Sydney
If you have ever attended a ...Read more
When the state of Iowa began requiring evaluations to get recertified every five years, leaders decided to go beyond the checkbox mentatlity of compliance trianing to ensure development changed behaviors.
"We weren't ...Read more
“We must always change, renew, rejuvenate ourselves; otherwise, we harden.” – Johann Wolfgang Von Goethe
You harden if you are not stretching. While most of us think about stretching as a physical activity, we must also stretch our brains, our hearts, and our perspectives. Only when we do this, can we fully shift. It’s about going to your core – figuratively.
So I ask: How do you plan to stretch yourself in 2015? Here are three simple steps to help kick off your new year.