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
Change challenges that leaders face vary based on their level in the hierarchy. Yet no matter what position you currently fill, you will be able to lead change much more effectively when you understand how Change Intelligence®, or CQ®, works at different levels of your organization.
Those who lead and work in matrixed organizations consistently report that cross-functional conflict and decision-making gridlock are pervasive and costly. Learning professionals increasingly recognize that influence is a competence that needs to ...Read more
What’s an HR professional to do when “tried and true” HR practices are met with disinterest or even resistance? What do you do when the pace of change all around outstrips your ability to adapt? In this HCI Keynote ...Read more
What separates the organizations that outperform their competitors over the long run from those that struggle to maintain performance? The answer is “organizational health” - aligning the goals of managers and employees, ...Read more
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