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?
A few years back the quote 'Every company is a technology company' made the rounds on social media and in presentations on the workplace, the future of work, and in probably too many TED talks to try and compile.
According to a 2014 PwC Report titled “Project Management: Improving Performance, Reducing Risk”, only 25pc of companies successfully complete all their projects, 57pc of projects fail due to a breakdown in communications, while 39pc fail due to lack of planning and resources.
Business is rife with catch phrases, and has been for quite some time. Some are horrid clichés…”run it up the flagpole” or “drink the Kool-Aid.” In fact, in an article for Business Insider, Jacquelyn Smith found 26 catch phrases that are as annoying as the muddied use of the word “literally,” which is presently considered one of the most annoying and misused words in English.
‘As you sow, so shall you reap’, a popular idiom proves its worth in multi-faceted avenues. It presses best when we experience change management in family-owned businesses in this era of perfect competition. There, the bloodline and their decisions most of the time cost opportunities at the market place and sometimes they do lose valuable talent.
The Hackett Group’s 2018 Key Issues Study Also Finds Shortfalls In HR’s Ability to Support Enterprise Goals, Plus Gaps in Critical HR Capabilities
It is believed that organizational culture change provides meaning, direction and clarity that will make the business to achieve its goals. But it is necessary that cultural change should happen from time to time to ensure that it fits the environment in which the business operates.
Earlier this week I stumbled upon an article in the Harvard Business Review discussing the changes human resource departments must make to stay competitive as business changes.
Implementing new clinical technologies can be a difficult endeavor. Getting your employees to accept and use the new technology can be an even greater challenge. Aversion to change and the reluctance to give up trusted methods and habits can doom any new technology installation.
A great many studies, articles, seminars, webinars and presentations exist to tell you, the manager, how to prepare for rapid change. Very few of these look at change from the employees' point of view, and frankly, that is the perspective you have to focus on. The reason is simple: if you can't get the employees to change in the direction you want, the change won't happen.
ImageFIRST, a healthcare laundry and linen services provider serving Phoenix, AZ, and other areas, shares observations that change management is the new normal in healthcare based on news stories in the media over the course of the past year.
Adapting to the digital era can be a painful process for companies. And quite a few of them are making it even more painful than it needs to be, says Eva Janich of the Swiss consultation company 4moreE, and shows how it can be done better.
Typically, the HR department doesn't have analytics experience, and analytics experts don't have HR experience. That's why change management is critical to HR analytics success.
Emotional Intelligence (EQ), popularized by best-selling author Daniel Goleman has been validated with multiple research studies to be a key differentiator in work performance. Emotions, which make us human, propel us to require interpersonal connections. Beginning at infancy, our very survival depends upon others, as dramatized in the "Still Face" experiment.
Change management projects often fail although there are some stories of hope. Prosci, one of the most well-known global consultancy companies in change management, often reports on successful change projects which have improved human performance, customer satisfaction, employee satisfaction and finances.
The pace of innovation and disruption is accelerating. Digital change agents are instrumental in helping their companies stay competitive, spreading digital literacy, driving collaboration and accelerating progress.
Whether due to economic uncertainty, changes within the business or simply a need to improve efficiency, all businesses will at some point need to implement people-related change. Our webinar focuses on two key areas of change management: redundancy and changes to terms and conditions.