change management

Results 1 - 10 of 43
Post date: May 15, 2018
Experts—whether external consultants, academics, or corporate practitioners—triangulate on the same poor statistics when it comes to managing change. Most change and transformation initiatives—no matter how well intentioned and planned—fail. Managing change is a competency essential for every...
Post date: November 11, 2016
Leadership dynamics in Corporate America are undergoing major changes, and if todays’ leaders want to impact organizations tomorrow, they must adapt strategies, recognize and accept change, and boldly move forward with a new leadership style.  Among the forces influencing leadership changes:...
Post date: February 2, 2017
Higher stakeholder expectations and increasingly complex risks are demanding different skill sets from professionals. For internal audit, that means evolving beyond traditional financial, operational, and general IT skill sets. It means expanding the function’s competencies based on a more...
Post date: July 31, 2018
Transformational change starts in the mind. One of the most critical roles leaders play in any change management situation is to build a success mindset throughout the organization.    This can be more challenging than it sounds, because change involves taking people out of their comfort zones—the...
Post date: March 8, 2016
This is the era of Uber, Airbnb, TaskRabbit, and Handy. All of these firms are examples of the “gig economy,” and human resources professionals are being pressed to update their approach to talent management as a result.  The gig economy will continue placing pressure on HR leaders, HR policies and...
Post date: March 29, 2017
Generation Z—the iGeneration—is up, and like previous generations before them, they're bringing their own worldview into focus. In Part I, we learned who this cohort is. In Part 2 of our interview, Gen Xer David Stillman and his son, Gen Zer Jonah, describe what to expect from these digital natives...
Post date: April 10, 2017
A common frustration is that the HR function seems to be reactive and frequently left behind. But as HR becomes more closely aligned to the business and coheres around the common purpose of driving business results, there are opportunities to change this behavior. Two previous HRPS blogs have...
Post date: May 3, 2016
"The rate of change is not going to slow down anytime soon. If anything, competition in most industries will probably speed up even more in the next few decades." — John P. Kotter, Leading Change Because change is inevitable most executives recognize that being able to lead a successful change...
Post date: October 4, 2016
A “force multiplier” sounds magical and even other-worldly, but its roots are actually quite mundane. A “force multiplier” is a factor that can increase (thereby multiply) the effectiveness of a group or team and it is most often described in a military context. Significant battlefield examples are...
Post date: March 13, 2017
If the HR profession coheres around an accepted purpose, it can become more aggressive, proactive, and bold. A shared sense of purpose enables faster decision-making, less confusion and realistic expectations. The bottom line for HR is that it must be more about the bottom line. Simply stated: HR’s...