Lästips

Organisation

Omorganisationer riskerar självdö om personalen glöms bort (Lunds universitet)

Glöm alla enkla lösningar när det kommer till ledarskap och organisationsförändringar, råder Nadja Sörgärde och Stefan Sveningsson.
– Det är alltför vanligt att man fattar ett ledningsbeslut och sen tror man att organisationsförändringen är klar. Men då har den knappt börjat, säger forskarna som författat en bok i ämnet.

https://www.lu.se/article/omorganisationer-riskerar-sjalvdo-om-personalen-gloms-bort

CM som profession

How to Position Change Management (Prosci)

Is change management a ”nice-to-have” or necessity in your organization? Here’s how to reframe the conversation.

https://blog.prosci.com/how-to-position-change-management

Change Management Takes Change Management (Prosci)

Do the cobbler’s children have shoes? Challenges await practitioners who forget to apply change management to their own change efforts.

https://blog.prosci.com/change-management-takes-change-management

Why Your Organization Needs Enterprise Change Management (Prosci)

Project teams today increasingly recognize the need for change management on individual projects, but that isn’t enough for some organizations.

https://blog.prosci.com/why-your-organization-needs-enterprise-change-management

CM in Healthcare

Healthcare Trends: Coronavirus and Pandemic-Related Change (Prosci)

When pandemics arise, healthcare providers and leaders need to know how to usher their staff and the public through the critical changes required.

https://blog.prosci.com/healthcare-trends-coronavirus-and-pandemic-related-change

Leadership aspect of CM

For Change Management To Work The Reason Must Be Compelling (APQC, American Productivity & Quality Center)

In this blog, I would like to distill for you the top three things that I learned on the topic of change management that will hopefully also help benefit your daily worklife and practice as either HR professionals or researchers/advisers such as myself. Some of these learnings reiterated principles that I already knew, and some were newer concepts to me.

https://www.apqc.org/blog/change-management-work-reason-must-be-compelling-0

Six Roles of a Leader During Change (Enclaria)

Successful organizational change depends on leaders – managers and bosses who have direct authority with people going through the change – to support and execute change in their span of influence. Effective leaders acknowledge that their support is crucial to success and commit to doing their part. The following are some of the roles leaders may play as they drive change in your organization.

https:////www.enclaria.com/2011/10/06/six-roles-of-a-leader-during-change/

How to Ensure Leaders are Ready to Lead Change (Change Management Review)

In change leadership we talk about “organizational readiness” to prepare employees to embrace change. Rarely do we speak of “leadership readiness.” Yet Prosci, a leading change research firm, reports year after year that lack of sponsorship is the number one cause of change failing to meet its objectives. It’s time to talk about “leadership readiness.”

https://www.changemanagementreview.com/how-to-ensure-leaders-are-ready-to-lead-change/

Culture

How To Create a Culture of Accountability (Painefree Consulting)

Imagine your ideal employee.  She happily comes to work each day, logs in and gets right to it.  After briefly getting her coffee, she says hi to her coworkers. Your employee immediately jumps into the day’s task list, working until it is completed. Besides that, she completes the work even if she has to stay a few minutes over. 

Now imagine a nightmare employee who comes in 10 to 15 minutes late every day.  He noisily unbags his fast-food breakfast and eats it before checking his Facebook feed. Perhaps an hour or so later he will log in and start looking at the day’s task list and decide which ones look easy enough to get done and still leave early.

When you look around at your employees, which do you see more of; the first scenario or the second?

https://painefreeconsulting.com/uncategorized/how-to-create-a-culture-of-accountability/

5 Tips for Change Management When Moving to Modern Learning Culture (D2L)

Change management can be a tricky part of making the move to a modern learning culture; learning and development professionals often have difficulty understanding how to make a seamless shift that creates minimal disruption in the organization.

McKinsey recently conducted a study to understand how companies can help employees embrace change management. In their study, they identified a strong correlation between meeting business objectives and change management capabilities within the organization. In other words, organizations that invested in their change efforts also saw better adoption and return on their investment.

An effective change management program is critical for ensuring a smooth transition to and the effective adoption of new, modern learning initiatives. Here are five tips for supporting your efforts to create and nurture a modern learning culture within your organization.

https://www.d2l.com/corporate/blog/5-tips-change-management-moving-modern-learning-culture/

Culture Change: It Isn’t Easy, and It is Possible (Change Management Review)

In their article Changing an Organization’s Culture, Without Resistance or Blame, Tom DiDonato and Noelle Gill describe the approach they used to significantly shift the culture at Lear. As they described it, the culture they were working with was focused on efficiency and results. While that focus had successfully moved the organization out of bankruptcy, “we worried that we had taken our focus on results too far. In satisfying our demanding customers, were we pushing the organization to the breaking point?”

https://www.changemanagementreview.com/culture-change-it-isnt-easy-and-it-is-possible/

Communication

11 Ways to Communicate Change (Innovation Excellence)

How do you lose weight? That’s right, eat less and exercise more. But like many things in life, knowing makes no difference. Change management is a lot like exercise, we often know what we want to do, but how do we change the how the circumstances show up such that people want to make the change.

In this article, I’ll look at how to communicate the change such that people take action.

https://www.innovationexcellence.com/blog/2018/02/04/11-ways-to-communicate-change/

“How-To” Guide for Successful Change Management Communication (Change management Review)

The truth is, change is stressful and exhausting, especially as the rate of change accelerates. This constant state of flux can cause employees to disengage or even resist and resent change, which is largely why fewer than one-third of planned changes are successful. And, for larger organizations, the success rates barely break 15%.

This high failure rate stems from the fact that, too often, organizations get so caught up in the technology, execution, and implementation of change that they forget the most important factor: people. In fact, the lack of an effective people strategy — one that prioritizes clear, effective communication — can derail even the most well-planned and well-intended change programs.

To maximize success, here’s how you can make communication a central part of your change management program:

https://www.changemanagementreview.com/how-to-guide-for-successful-change-management-communication/

CM in Office Design

A facility manager’s change management checklist for office moves (OfficeSpace)

With high complexity and the potential to cost a bundle, it’s fair to say an office move is the kind of job you need to do right the first time. As facility manager, your ability to understand and employ change management concepts will determine your success in achieving a smooth and efficient workplace transition. How you plan and manage is as important as how you physically action on it: from dollars and square footage to feedback from your fellow co-workers, move-related tasks have a way of piling up quickly.

In other words, it’s never too early to start addressing the change management aspects of an office move. Consider the following as you progress from early planning to final execution.

https://www.officespacesoftware.com/blog/a-facility-managers-change-management-checklist-for-office-moves

When Your Walls Come Down: Using Change Management in Workplace Design (PDR Work+Place)

Square footage per employee (the usage factor) is clearly in long-term decline, as firms maximize the efficiency of their office space [1]. Other companies are reducing their real estate expenses, which are generally a large cost after salaries. This statement confirms the trend of less commercial space and more efficient operations.  Corporations are downsizing their real estate to remain competitive in the current market. The workplace is changing drastically, resulting in a dramatic shift in the way in which work gets done. Spaces are transparent, the work is dynamic and the environments support collaboration. 

When the office walls come down, it is likely that employees feel anxious and exposed, unsure of how to conduct work in open environments. Changes in the workplace are no longer surface level; they will require significant behavioral change as well. Ultimately, the success of an office redesign depends on the adoption of the new space by its inhabitants: the employees. This acceptance is equally as important as integrating workplace objectives into the new layout. Change management plays a vital role in the successful implementation of a workplace redesign. Change management strategies and techniques direct employee engagement and communication efforts and address the new way work gets done in open work environments.

https://www.pdrcorp.com/insights-2/2016/7/20/when-your-walls-come-down-using-change-management-in-workplace-design

Upstairs/Downstairs Mentality – A Change Management Perspective (Change Management Review)

Tensions in some form exist in every workplace and impact how individuals and groups are viewed and treated.  These can lead to mindsets of ‘us vs them’ which creates distance and negatively charged interactions between groups.  One of the contributing factors to the ‘us vs them’ mentality, could be the physical design of the organisation, which involves the number of floors the organisation occupies, the types of employees that sit on those floors, their role, salary, education and so on.

https://www.changemanagementreview.com/upstairs-downstairs-mentality-a-change-management-perspective/

Kommentera

Fyll i dina uppgifter nedan eller klicka på en ikon för att logga in:

WordPress.com Logo

Du kommenterar med ditt WordPress.com-konto. Logga ut /  Ändra )

Google-foto

Du kommenterar med ditt Google-konto. Logga ut /  Ändra )

Twitter-bild

Du kommenterar med ditt Twitter-konto. Logga ut /  Ändra )

Facebook-foto

Du kommenterar med ditt Facebook-konto. Logga ut /  Ändra )

Ansluter till %s