Engaging Employees When Change Is “Transformational”November 17, 2009 | 8:50 AM
 A recognized leader in the area of change management, Daryl Connor of Connor Partners, recently posted a blog in which he lists the characteristics of two types of organizational change ... incremental and transformational. (Exploring a Project’s “Degree of Difficulty” (Part 2 of 5).In this blog, he says:
Incremental change characteristics include:
In contrast, here is a list of transformational change characteristics:
He concludes by saying that transformational projects are inherently more difficult to orchestrate than those with incremental improvement objectives.
I like the way Mr. Connor has clarified differences in these two types of change. What is very obvious about both of these lists is how important it is to have people throughout the organizational knowledgeable and committed to change. And, when the change is transformational, it is absolutely essential to success.
Recently, Paradigm Learning had the opportunity to work with several clients whose changes have been transformational in nature, requiring an educational approach aimed at employee “heads” (knowledge and understanding) as well as “hearts” (emotional connection and commitment). For example, we worked with:
* The procurement operation of a major government agency, implementing a new customer service initiative impacting all processes and people
* A major hotel chain reorganizing its entire sales function and changing everything from job descriptions and processes to locations and reporting relationships
* A large office equipment manufacturer undergoing a major technological shift in HR processes, changing the way HR personnel interact with employees and how information is accessed.
* A health care organization whose mission is to change the way healthcare is delivered, needing to build its own employee commitment to this mission.
These clients have used our Discovery Maps® to significantly impact the outcomes of their change initiatives by guiding learners to discover the whats, whys and hows of the change as well as the WIFM’s (What’s In It For Me’s) for the organization, customers, departments and individuals.
When transformational change is occurring, using whole-brain approaches like this can make a big difference in the level of employee engagement and involvement.
Want to learn more about using whole-brain approaches. Join us for a complimentary webinar, A Whole New Workforce: Educating and Engaging Employees in a Right-Brained World, on Dec. 8, 2009. The New York Times best-selling author Daniel Pink (“A Whole New Mind”), John Hine of ConAgra and Catherine Rezak, co-founder of Paradigm Learning, will share how new learning approaches can harness the right-brain capabilities of your workforce. Click here to register.
Comments |
Categories
Most Popular Posts
Blog Roll
A whole new mind Accountability Andy smith Bnet Business acumen Business change Business game Business games Business simulation Business simulations Business strategy Catherine rezak Chief learning officer Communication Corporate communication Corporate training Dan pink Discovery learning Discovery map Drive Ebit Employee communication Employee engagement Engagement Eureka power Facilitator training Finance for hr Financial literacy Forum corporation Fun training Gallup. clo Games Getting a new job Hr professionals Iabc Impact5 Isa Leadership Leadership accountability Leadership accountability. astd Leading in tough times Learning styles Management articles Manager training Mosaic Neon buzz New generation Organizationaal strategies Organizational change Organizational learning Organizational performance Organizational strategies Organizational vision Paradigm learning Power opening Project management Raymond green Sales training Selling power Simulations Strategic change T&d
Talent leadership Talent management Training marketing Workforce Worldatwork Zodiak Zodiak for sales
|
