Change is constant and occurs whether we like it or not. Understanding its components on a personal level can help us translate that understanding to the organizational level; an important thing as organizational change typically affects many different areas of that organization. Maybe even more important is the effect that change has on the individuals within the organization, and the impact the change has on them.
Category: Training & Teambuilding
As spotlighted during my recent judging experience with the 2017 Small Business BC Awards, apprenticeship programs provide a great example of formal talent management in practice, demonstrating as they do the power of experience, the path of potential, and the ultimate productivity which results.
If you’ve ever designed a training program you’ll understand the pressure to have it go from A to B to C in a logical linear way. This works well for subjects that are logical and linear. Is management like that? Not very often.
Four core conditions have been identified which need to be present in order for employees to truly ‘feel’ appreciated, which differs from recognition just being communicated.
A study by leading strategy consultancy, McKinsey & Company, showed 70 per cent of all change efforts fail. Further analysis revealed a theme across the majority of failures. The Achilles’ heel of virtually every change program? Old habits.
Natalie Michael shares some great coaching questions you can ask your best and brightest people.