Is your organisation experiencing a “Transformation Deficit?”
You might be if you’re seeing a gap between the required change effort and employee change willingness. You can read all about it in Employees Are Losing Patience with Change Initiatives. Check out the ‘link in comments’ for a fast, insight-rich, actioned-filled read from HBR, in collaboration with Gartner, on how to help your leaders thrive (not just survive) change.
Six months on from its publication, I’m seeing that change is even more prevalent and leaders are even more crushed by their weight of having to guide, support and rally their teams through transformation at companies I work with.
Two recommendations from the authors:
1. Prioritise change and make it visible by publicly ranking organisational projects and initiatives. My edit is that the change initiatives directly need to also link to the organisational plan or strategic pillars or big rocks- call them whatever you’d like…it’s the big things everyone is focused on.
1. Prioritise change and make it visible by publicly ranking organisational projects and initiatives. My edit is that the change initiatives directly need to also link to the organisational plan or strategic pillars or big rocks- call them whatever you’d like…it’s the big things everyone is focused on.
2. Manage change fatigue. Three ways to do this: include proactive rest, allow teams authorship within the change initiatives and develop skills in middle managers to become Resilience Builders. Details on all three in the article.
Change isn’t going to go away so focusing on what we can control will help increase meaning and connection between your people, their work and your customers.
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