|
Home
Up
Retreats & Keynotes
Amazing Race Team Game
Apprentice Team Game
Smarter Than 5th Grader?
Survivor Team Game
Millionaire Team Game
Deal or No Deal Team Game
Idol Team Game
Healthcare Industry
Up
FREE NEW TEAM GAME
Free Worst Idea Team Game
Free Frenzy Team Game
Free Acid River Team Game
Free All Aboard Team Game
Free Bonded Teams Game
Free Bridges Team Game
Free Broken Squares Team Game
Free Egg Citing Team Game
Free Frisbee Team Game
Free Helium Stick Team Game
Free Motion Machine Team Game
Free Spider Web Team Game
LEADER PROGRAMS:
Leading Change
Leader Coaching Skills
Leader Influence Skills
Leader Creativity Skills
Leading Cross-Generations
Executive Coaching
ABOUT CRG:
Contact Us
Clients
Client Feedback
FAQ's
CRG Programs
Free Links & Resources
Free Newsletter
White Papers
Site Map
Search
TEAM PROGRAMS:
Managing Change
Managing Careers
Skills Coach
TRAINING COURSES
Home
Amazing Race Team Event
Apprentice Team Event
Smarter Than 5th Grader
Survivor Team Event
Millionaire Team Event
Deal-No Deal Team Event
The Idol Team Event
| |
 
|
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 change
management, please feel free to email it to:
info@changeRus.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 Submissions
|
|
|
Q. Why do you suggest that positive change needs a
change management 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 Beyond Careers™
program provides change management 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 change management
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
change management 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. You might want to check out
Brint Institute's website. They specialize in
Knowledge Management and have massive amounts of
research related to change management. Here's a quote from one of their
white papers:
"Managers need to develop a greater
appreciation for their intangible human assets, captive in the minds and
experiences of their knowledge workers. Without these assets, companies are
simply not equipped with a vision to foresee or to imagine the future."
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 transactional
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
Beyond Generations™ program gives your team
leaders the change management
tools to understand how to
value these new workers ― differently ― and stop the brain drain. Plus, your
leaders get change management 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 two
categories of talent loss during change management: 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 Beyond Change™
program gives both leaders and team members the change management tools and processes to move
beyond merely surviving, to actuallyïthrivingđduring
change. This is a change management skill set that lasts a lifetime, for both professional
and personal applications. |
|
|
