,,,and embrace 5 hard truths about employees, leaders, and organizational culture.

Introduction

When describing a common change management methodology to a client, I many times catch myself saying, “not to over-simplify but… there is a current way of doing or thinking about things, (current environment) and the next way of doing or thinking about things, (next environment). The delta between these two is usually longer, more challenging and more expensive than expected”. Additionally, it is critical we tell those impacted about the change (a communication system), support those impacted by the change (a learning and development system), and acknowledge those embracing the change, (an evaluation and reward system). In other words, Communicate – Educate – Evaluate & Reward.

This approach does not embrace a change model. I have found models label individuals rather than behaviors. And, it is our behavior(s) we must modify in order to survive, or even thrive, during a transformation. Rather, we should talk about how change feels, how things work/don’t work, and why it is important to change. We can also talk about the challenges we will have to overcome during the transformation from the Current environment to the Next environment.

This simple approach will result in less resistance to change, more productivity, more engagement, and less attrition during the transformation and enhanced buy-in and support for the next environment.

Lastly, my experience working with the Fortune 500 has provided me with interesting insight to large organizations, their employees, leaders, and corporate culture. I have included in these pages my 5 “Hard Truths” which support the Over-Simplify Change approach.

Coming Soon! Spring 2012

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