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
Learn More about Change Management with our Top Resources
Today’s leaders are faced with increased pressures, competing demands, and delivering results in a complex and rapidly changing environment - often with fewer resources and less time than is needed. Throw a major change project into the mix, and it can put a serious strain on a leader’s ability to effectively make it all happen. On top of that, all change involves people - and dealing with people is inherently messy. From resistance, to politics, to lack of clarity, alignment, and miscommunication, dealing with the people side of change while implementing new processes and technology is enough to challenge even the most seasoned leaders and their teams.
In part one of our Lead to Win series, we discussed how leaders often unknowingly make the shift from playing to win, to playing not to lose. Typically, four important aspects of successful leadership are impacted: innovation, change, communication and sustainability. Last time we discussed how a scarcity mentality stunts authentic innovation, and essentially cripples an organization over time. Today, we will focus on how playing not to lose affects change.
Sean Bartman and Hashmeen Hosein will share their blueprint for success and some practical examples of how to create and sustain change capability across an organization.
Explore career mobility and examine the need for increased investment in programs that leverage in-house talent by clear identification, development, and deployment of skills.
Learn what companies can do to ensure they build a team of high performers, and best practices of smart companies who are recognizing that first looking in their own backyards for the talent they require can save money, time, and cultural capital.
What are we really talking about when we talk about change? And more to the point - what is HR supposed to do about it? Recent HCI research on HR's Role in Change Managment suggests that facilitation of change through people processes is the ...Read more
Are you frustrated that no matter what you try, your change initiatives seem to either fail outright or produce gains that don’t last? As many as 70% of organizational change initiatives fall short of expectations. In this HCI Keynote ...Read more
At many organizations, agile behaviors and processes do not come naturally. To build a truly agile environment, your organization may need to undergo a significant cultural transformation. In this HCI Keynote video, Taralee Brady, People ...Read more