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
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HR and L&D professionals move beyond supporting the business strategy to driving the business strategy, and foster an agile, innovative culture and leaders.
At the HR Policy Association CHRO Summit, I had a chance to have lunch with the former CHRO of Procter & Gamble, Dick Antoine. Dick is also the former National Academy of Human Resources President. As a fellow professional charged with ...Read more
There is a practical approach and sequence to alignment when implementing organizational change. It may be tempting to zero in where a problem is surfacing, but by following these steps you can ensure that you align everything from top to bottom ...Read more
Explore 3 Fierce strategies that will help you, your team, and your organization thrive in times of change.
Change is an inevitable component of growth for organizations across every industry. And, while embracing the status quo may feel more convenient than confronting it, disruption is a driving force in successfully transforming organizations around the globe.
Review the forces behind our new world of work, while challenging how you think about the future and tools you will need to prepare for what is on the horizon.
Change is ambiguous, and we find those who adapt the best to constant change are comfortable working with uncertainty – managing in shades of gray. Indeed, the hardest part of being a manager is handling the "gray areas” ...Read more