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?
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.
As corporate purse strings tighten in the post-recession era and the need for ROI is seemingly ever-increasing, it’s not uncommon for workloads to expand without the corresponding increase in talent. And studies are finding that this is simply not good, either for short-term burnout or long-term health.
This dirty half-dozen utterances can undermine staffers’ trust in the process—and in you as a leader. Along with these taboos are alternatives to help foster dialogue and ease the transition.
A little over 100 years ago, in the wake of a bitter labor strike, it is believed that the National Cash Register Company created the first human resources department. Its focus was on compliance, wages, resolution of employee issues and, of particular importance at the time, workplace safety.
A few weeks ago, the Trump administration proposed combining the Department of Labor and the Department of Education into a new Department of Education and the Workforce. This proposal would require Congressional approval, and given how well the two parties and their multitude of factions get along at the moment, this idea is probably Dead on Arrival. However, that doesn't mean we shouldn't do some thinking in terms of Human Resources, particularly recruitment and retention, in the hopes that Washington starts working again.
Many in human resources look at employee engagement and say, “How do I sell this to my organization as something that is critically important?” We all can quote studies that show engaged organizations increase ROI, limit expenses, and are more innovative; but let’s look at this from a practical standpoint, and say “How critical is building engagement to your organization?”