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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Learn More about Change Management with our Top Resources
Individual employees are the front line partnership for any human resource professional. Yet, for an HRBP, the average number of hours spent per week intentionally interacting with employees can be disturbingly low.
Are you launching a new strategy, preparing for a merger, implementing a new process, or experiencing a culture change? As leaders, we can’t guide others through change before accepting it ourselves. It’s easy to get caught up in developing the strategy, designing the plans, and building the implementation teams without first taking the time to assess our own preparedness. Like using the emergency oxygen masks on a flight, you have to first take care of yourself before you can take care of others.
Business success is dependent on an engaged workforce that is uninhibited by bureaucracy and micro-management. As economies and industries change, organizations will need to change the way they manage, develop, and engage. In this HCI Keynote ...Read more
Research shows when supervisors take responsibility for employee engagement, their staff is six times more engaged. It’s time to stop settling for half-hearted manager and leadership support, and drive toward the true ownership and ...Read more
What do you do when your CEO and half the executive suite jump ship? Change is inevitable in the modern economy, but it can have a devastating impact on employee engagement. In this HCI Keynote video, Jim O'Gorman, Senior Vice President of ...Read more
After a few reps at the gym your muscles naturally start to fatigue. It’s a sign that you’re working and your muscles are responding. In the same way that your muscles eventually give out during a workout, your mental muscle starts to fatigue throughout the day, hampering your ability to care, make choices, stay motivated, weigh decisions, and ultimately take action.
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.
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The conversation about HR having “a seat at the table” is over. Human Resources is a critical business function, and a true HR Business Partner who serves as a skilled business advisor and leader is critical to ensuring success. Equip yourself with the skills you need to advance your business.