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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Enabling Change & Accelerating Growth: Critical Components of the 21st Century Learning Function
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 ...
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Managing Global Mobility in a Fast Growth Environment: TrueCar Case Study
Explore the process of evaluating and selecting vendors and the good and not so good of the RFP process.
Public-Private Partnerships Gain Ground in Workforce Planning, Development
Our March, 2018 Talent Pulse Research shows that Strategic Workforce Planning (SWP) is key in adapting to change, but businesses are finding that these plans often need to grow beyond their organizations and into the communities around them. As businesses forecast their talent supply and the skills needed for emerging roles, many find they must broaden their search for talent to keep pace with change.
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Developing Sustainable Strategic HR
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Learning to Change: Strategies to Successfully Lead Change and Build a Better Culture
Organizations of all shapes and sizes are feeling the pressure to find new ways to proactively lead change and to develop agile leaders and culture. Yet, the research continues to show that 70% of change initiatives fail. And, many of ...
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Learn how different companies have tackled communication issues during times of change including evolving cultures and new leadership teams.
Managing Engagement in Times of Change, Disruption, and Turmoil
The rise of populist governments, rapid technology advances, and mergers and acquisitions all have the potential of creating havoc at work. Volatility and uncertainty can lead to fear at the individual level as well as throughout the ...
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The conversation about HR having “a seat at the table” is over. Human Resources is a critical business function, and a true HR Business Partner who serves as a skilled business advisor and leader is critical to ensuring success. Equip yourself with the skills you need to advance your business.