Change Management

An HCI Topic

With the right communication and processes, your employees can withstand drastic organizational changes without a negative impact on business results. Learn about the need for and process of hiring change agents, designing training plans, and implementing technology to support change efforts. You can also capitalize on change initiatives and gain a competitive edge by creating special teams to brainstorm development strategies for the future.

Featured in Change Management:


A Physics Lesson for Leaders about the Use of Power

Blog | Author: Bill Catlette | Source: HCI | Published: 1 day ago

The first lesson learned by every new leader, one that should be permanently tattooed onto their gray matter, is that by virtue of occupation they have inherited a simple, high school physics problem - There are more of “them” than there are of you. Repeat, there are more of “them” than there are of you. Translation - You are outnumbered, perhaps vastly by the group of people whom you are expected to lead. You shouldn’t let that rattle you, but neither should you forget it.

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HCIPodcast: How HR Designs the Blueprint for Change

Podcast | Published: August 15, 2014
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

How HR Professionals Can Take Charge of Change

Blog | Author: Barbara A. Trautlein, Ph.D., Principal, Change Catalysts, LLC | Source: HCI | Published: August 12, 2014

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.  

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Enabling Leaders to Create an Emotional Connection

Webcast | Presented By: Val Jon Farris | Webcast Aired: August 7, 2014
Leaders who inspire others (and more importantly are able to evoke leadership qualities in others) possess a unique inner resource called “emotional connection.”  This resource is often sidelined as being too subjective or ... Read more