Time & Attendance
By Staff Report
Sep. 5, 2012
Dear Stuck in a Rut:
This situation likely requires an approach from two directions: 1) formal and informal training to help employees adapt more readily to change and embrace new behaviors and 2) an overall change-management framework that will drive broader impact.
We recommend you incorporate several necessary tools to help employees adapt to change and develop flexibility and resilience in dynamic environments.
Designing a change-management framework is essential to drive lasting change. This necessitates:
Sponsorship and communication. Managers must demonstrate clear support for training and related activities and provide ongoing communication about expectations for behavior change.
Experiences. It is important to provide people with access to experiences that will reinforce desired behaviors.
Reinforcement. The performance-assessment process must be adapted to reinforce new behaviors and expectations.
Recognition and rewards. They must be aligned with new behaviors and expected results.
Change leadership. Fundamentally, leaders are catalysts for change. Among other competencies, key leadership competencies for a dynamic, changing environment should be cultivated in the workplace. These include fostering involvement, developing consensus and commitment, managing dissent, encouraging innovation and risk-taking, and aligning individual and business goals.
SOURCE: Patricia Kunkel, Xerox Learning Services, Dallas
LEARN MORE: Read Changing Hearts and (Anxious) Minds.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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