Change Management Articles
When it comes time to make changes, the best managers direct the transition from start to finish. How have leaders managed change successfully?
It's a new year, and that means a new beginning. We resolve to lose weight, exercise more, drink less and countless other things in our personal lives. But, it's also an opportune time to focus on organizational resolutions.
Artificial intelligence (AI) can have a profound effect on making businesses more productive, and HR teams are uniquely poised to benefit from it. But actually adopting and implementing AI can be a daunting task, and many teams aren’t quite sure where to begin. It’s easy to get overwhelmed (and confused) by the volume of literature out there. But the fact of the matter is that the workplace is shifting at an extremely rapid rate and business leaders need to be asking themselves how, not if, they are going to implement AI.
Change management is a necessary and sometimes messy part of HR’s job within any organization. These days, workplaces and companies have to change quickly or be left behind. Employee communications initiatives and software tools can help, but studies show that the best way to engage your employees and move them through transition is with coaching.
I am not a psychologist or psychiatrist, but I have stayed at many Holiday Inns in my time. That, and a bit of my own historical references allow me to have the following opinion. My premise is this: the HR/Employee relationship is dysfunctional and almost surely codependent.
My elementary-aged children didn’t have school on Election Day. As a working parent, random school holidays require me to figure out alternative childcare or use a vacation day. Fortunately, I currently work from home so my son, daughter, and nephew can pile up the blankets and pillows, build a fort, and play video games. I’m able to work on work projects while caring for (and yet ignoring) the kids.
Millennials have come of age in a layoff culture, so their understanding of loyalty isn’t based on a sense of job security. They crave a clear career path, mentoring, training, and other learning opportunities.
Often, too often, corporate culture turns toxic and entrenches itself so deeply that the organization can no longer serve its purpose effectively. This usually initiates the most painful form of change management. You're the new kid on the block, new C-suite or director or someone else with some ability to make changes to policy and employee communications standards – maybe you were even hired specifically to do that. What do you do about it? Bear with me for a brief history lesson.
I just finished six weeks of international travel so I’ve been spending a lot of time thinking about sleep, exercise, and diet. (Yes I’m taking good care of myself, but it does really take an effort.) What I want to talk about is the well-being market, which is something that has come up in every city I visited. I’ll be publishing a more detailed research report on this market later in the year, but right now I want to share some information which you may find useful.
Leadership is changing. The digital and VUCA (Volatile, Uncertain, Complex and Ambiguous) world is turning old models on their heads. How can you keep up? There is no shortage of advice about how to lead a digital transformation project. But business strategist Amit Mukherjee goes further, exploring how the absorption of digital technologies is fuelling this transformation.
Kathy Gallo, senior vice president and CLO of Northwell Health, says her learning delivery strategy changes as the organization changes. She expects learning delivery methods to continue changing and improving in the next five to 10 years with increasing knowledge about the science of learning.
Hire more diverse staff, don’t ignore thorny issues, and do your bit to create a culture that values candid conversations.
The voyage to a more inclusive, respectful workplace starts with a great overview training film. We recommend “How Was Your Day?“ Getting Real about Bias, Inclusion, Harassment and Bullying as the place to start. Learning professionals agree: this 8-time award-winning film introduces the topics of bias and inclusion to your staff in an engaging way.
Incivility is a virus that can disrupt even the most efficient work spaces. How can change management efforts and corporate culture training defeat incivility before it spreads?
Now is the time to re-engineer your business to separate yourself from the carriers and to formally serve your clients.
When it comes to building a healthy company, few attributes are more important than fostering a strong corporate culture. Your culture has a direct impact on the satisfaction of your employees, which in turn affects productivity, turnover, and other key factors that can make or break your profitability.
According to the Employment Law Alliance, almost half of American workers have experienced bullying at work. Common bullying tactics range from humiliation and sabotage, to threats and intimidation, all of which interfere with productivity and may create a toxic work environment for one or more employees. Many managers may be tempted to simply tell employees to work out their own differences and put their personal issues aside, but ignoring that bad apple can actually cost the company much more than minor inconvenience.