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
In part one of a two part podcast series about employee surveys, Mark Royal, Senior Principal of Hay Group Insight, breaks down the barriers to effective survey design. One of the biggest obstacles addressed in this interview is the tendency for ...Read more
What does HR need to do to ensure HR is change ready? How can HR leaders transition from tactical and transactional role into a more stratgeic one? These big picture questions are addressed in full by our guests Silvia Masini and Judah Kurtz of ...Read more
Consider this scenario: A major new change is coming to your organization! The executive team approved the change a year ago, a project team has been designing it for several months, and now it's ready to be rolled-out to the organization. You just got a meeting request to create a communications plan to inform the workforce of the changes. Just like that - wham - the ball's in your court!
Sound familiar? So often the Human Resource professionals I work with (at all levels - often including senior management ranks) lament that they are invited to participate on change initiatives late in the game. Typically, they are asked to play roles such as communications and training – long after the major decisions about how the workforce will be impacted have been made by other functional groups. HR is left to deal with the "people details" and left out of the strategy discussions.
Leaders that are more mindful, more familiar with the organization's mission, vision and values are more likely to inspire and instill a sense of ownership and purpose in their direct reports
With more than 50 years of experience, Symetra elevates people's lives through retirement, employee benefits and life insurance products. The company is headquartered in Bellevue, Washington and has approximately 1,200 employees in offices ...Read more
To remain relevant and competitive in the modern economy, many leading edge organizations are taking a more open, collaborative approach to leadership, innovation and execution. In this Executive Interview, Mark King, CEO of TaylorMade-adidas ...Read more
Defining your company’s corporate values can seem like a daunting task given its importance in setting your corporate culture. After all, your culture determines how your employees will achieve all those lofty goals you made. While it isn’t an exercise to be taken lightly, it doesn’t need to be weighed down in process. Follow these 3 steps to uncover your values while fully engaging your team.
When a work environment rewards blending in rather than encouraging employees to speak out and investigate alternate perspectives, organizations miss out on the benefits of a diverse workforce.Read more