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
Learn More about Change Management with our Top Resources
When the chips are down and a decisive call must be made, how do you know your people will make the right choice? A better understanding the personal and group dynamics of your workforce will aid to support your organizational initiatives.
When Michelle Curry, the superintendent of Orting School District, moved from a school district with 43,000 students to a rural community with 2,300 students in four schools, she brought Fierce Conversations training with her. “Fierce is a ...Read more
Human capital professionals play a decisive role in successfully Recruiting, Developing, and Keeping 21st Century Female Leaders, but they must take a critical look at their company’s generational and gender biases, recruitment tactics and talent management practices. The demand for family and women friendly workplace practices and cultures will gather steam due to changing generational and societal shifts. What will you do to ensure your company’s standing for the future?
With the continuing impacts of the recession and the leveling off of the benefits from “lean retailing” and other strategies, an increasing number of retailers are turning to the strategy that has always served them best: rich and ...Read more
When Lynda Tarras accepted the role of Deputy Minister for the BC Public Service Agency, she was given a mandate for change. Not only were employees shifting to a new business model to align more closely with leading corporations, they were ...Read more
As an HR professional, do you struggle to influence leaders from other functional groups? Especially during times of major change, do you wrestle with how to connect "people needs" with "business objectives"? Are you challenged to communicate in a way that your messages "get through"? If you are frustrated that you are not getting traction "outside" with colleagues in finance or IT or operations, try turning the lens "inside" and examine your own mindsets and behaviors. Often, what looks like resistance in others is an opportunity to enhance our Change Intelligence as leaders.
The experience and terminology of project management and talent management professionals may be different; but there is a huge opportunity for these two groups to come together and learn from each other especially how to achieve business objectives during complex and ever-changing climates.
As the world of business grows increasingly complex, forward-thinking leaders believe creativity, candor, authenticity, courage, innovation and customer relationships are among the most important leadership competencies needed for any ...Read more