How to Implement Organizational Change
August 16th, 2005So if change is inevitable, do you have the right crew for the journey? As has been repeated often, you need to “get the right people on the bus and in the right seats” – and the wrong people off the bus.
Unfortunately, deciding who gets off too often relies on hunches, emotions, scattered opinions, and flawed processes. There are user-friendly tools and simple processes that assist in objective decision-making, but most corporate leaders are still unaware of these tools and how they can best be applied.
The biggest advancements in HR tools over the past few years have been in the area of objectively identifying the optimum behaviors and motivations for each position. This is information that goes well beyond simply the technical requirements of the position covered by a traditional job description.
The most effective process will include these assessments to:
- Examine what it is needed to get to the next level
- Use assessments to find the exact talents needed.
- Objectively apply existing talent
- Identify the missing competencies to be acquired
Effective and ethical application of validated assessments at all four stages of this process is proven to increase productivity, build working teams, encourage effective communication, reduce conflict, promote mutual understanding, and develop an environment for self-motivation even during times of organizational change.
But then, what is the best way to help those leaving to discover they are “on the wrong bus”?
Best practices include not only getting the “wrong people off the bus,” but getting those very people to really understand why they would not be happy where this bus is going. If the position and the person are incompatible, it is a lose-lose situation for both. If that is properly understood, they can choose – voluntarily – to walk “off the bus” with respect and dignity. That is a win-win result.
Outstanding organizations require a variety of styles to accomplish all that needs to be done. Effective communication between different styles requires a common understanding of what value and competencies each member brings to the table. Communication is also very important to understand how to introduce and implement change, especially for those in the workforce who do not tolerate change very well. We provide assessments and seminars to facilitate such communications.
It’s all about vision, expectations and communications.
Over the years, we’ve learned a great deal about what works and what doesn’t, and we’ve translated that experience into processes involving assessment tools, training programs, and improvement initiatives. Our approach is to partner with our clients in diagnosing problems, designing solutions, implementing programs, and measuring improvement in their organizations. We will work with you to target the assessments and tools that are most effective for the context and situation. Each package is designed for the specific requirements and needs of the individual organization, and can be as focused or as comprehensive as you need it to be.
Possibilities include the following:
- Free initial needs assessment (call us at 404-814-0739 or use our online contact form).
- Consultation with Art Schoeck, Behavioral Style Strategist
- Culture vitality, satisfaction and 360-degree surveys as needed.
- Redefinition of job positions using the working environment tool, behavioral style profiles, and other assessments as needed
- A customized “Coping With Change” Seminar – based on your actual context and needs – to facilitate the transition
- Other seminars and assessments for performance improvement, time management, better communication, sales, customer service, and team engineering.
