 change
management FAQ's with a difference
...
Beyond FAQ's
Unlike many
FAQ sections, this one is intended to be an interactive
knowledge exchange. The questions below are
real-time queries that have been submitted to us, within
the context of our project work, our newsletter, or our
websites. If you have a question or an experience
that would interest other readers about any aspect of
team building, please feel free to email it
to:
crg@on.aibn.com
Check back
frequently for new information. While we can't promise
every submission will be published here or in the
newsletter, we do promise a speedy response by email if
you request it.
Your Change
Management Questions
Q. Why
do you suggest that positive change needs a team building
strategy? If it's good thing, people should be
happy.
A. Always remember: all and any change
disrupts the status quo. Don't be lulled into a false sense of
security just because it's a good thing. Positive change in
organizations often means growth. Growth means that job
functions must change to accommodate that expansion. Newer
workers will be charging ahead, wanting to find their "piece of
the ground floor." More experienced workers will be scrambling
to catch up with the new requirements. Left unmanaged, this is
second only to downsizing for employee stress levels.
Our Managing
Careers™ program
provides team building solutions to all aspects of this
puzzling career paradox. It shows employees how to be
more in charge of their own careers during this, and any
kind of change.
Q. How
can we hang on to key people during a very bad corporate
scandal with far too much negative media
coverage?
A. At the risk of sounding glib, we actually
have some "magic bullets" for this team building challenge.
While these kinds of organizational events are excruciatingly
uncomfortable, there are pragmatic solutions that you can rely
on, every step of the way. You'll need an out-of-the-box
communications strategy, absolute clarity about your critical
priorities, a program for cementing employee commitment, and a
plan for how to do all this at warp speed. Our
P*U*S*H for
Change™ program gives leaders a team building guide
for all of these strategies. Plus, they get a logical,
methodical approach to dealing with all the "squishy" stuff
that always creates havoc with morale and employee
commitment.
Q. Our
company has a turnover rate of over 40% for new campus recruits
in the first three years of their employment. I'm told "new
blood" is good for the business and not to be concerned. What
do you think?
A. Don't
believe it for a second! In today's world, the corporate
memory is an endangered species. With the kind of
turnover you're talking about, who's going to be the
depository for the intellectual assets of your company?
Research says you have only about 3 years to figure this
out.
Boomers are already heading out to the beach
or the cottage in droves. Generation X hasn't exactly gotten a
great welcome from your older, wiser workers ... anyway, they
have always been committed to a transact ional career - quid
pro quo all the way. As those new hires are "voting with their
feet," your competitive advantage is becoming as endangered as
your corporate memory. Studies prove that GenX and GenY can be
as loyal to your organization as any group. Our
Cross-Generational
Teams™ program gives your team leaders the
team building toolsto understand how to
value these new workers ― differently ― and stop the brain
drain. Plus, your leaders get team building ideas for bridging
the generation gap between all of the unprecedented
FOUR generations
in today's workplace.
Q. What
do you mean by "Quit-&-Stay"?
A. This is CRG's new definition of talent
loss during change: 1) employees who
Quit-&-Leave
™ and 2) employees
who Quit-&-Stay.™ [By the way, this is true of
executives as well.] Quit-&-Stayers
™ hunker down into
"Survivor" mode and wait for the storm to blow over.
Unfortunately, the dust will never settle, because this
is it … the new reality. The best they can do now is to
look for ways to make some of the turmoil work for them.
Find the opportunities that always come with change.
Otherwise, their Survivor mindset will cause a meltdown
in team productivity and morale that will take years of
recovery, which you do not have in these days of rapid-fire
change. To further magnify the damage,
Quit-&-Stayers
eventually progress
onward to Quit-&-Leave
.™ Our
Managing
Change™ program gives both leaders and
team members the team building tools and processes to
move beyond merely surviving, to
actually thriving
during change. This is a team building
skill set that lasts a lifetime, for both professional
and personal applications.
The Amazing
Race
The
Apprentice
Survivor
Millionaire
Are You
Smarter Than a 5th Grader?
Deal or No
Deal
The Idol
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