Over the years, the training profession has created a learning system that essentially consists of offering courses and checking a box. We can continue going down the same path, but we’re at a crossroads in the industry.
Tag: change management
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There’s much talk of needing to be flexible and adaptable in the changing world of work. But, when it comes to enforced change rather than self-development of our own choosing, professionals can feel uneasy about the unknown and choose not to...
No matter the change that we might be facing, those who are willing to embrace change and possibly even look for it, are working toward making a difference in our lives and the lives of others.
Although change is part of the natural evolution of organizations, it creates chaos or psychological tension in the brain called cognitive dissonance.
Consider the notion that if it wasn’t for change, people would care a whole lot less about leadership. Simply stated, leaders “get” change. They not only recognize its disruptive potential, they are acutely aware of its inevitable presence.
I don’t think there is much question about the need for change in how corporate training meets the needs of the business as well as the learner. The question we should be focused on is, “Do we know what we should be changing to?”
A change initiative’s best chance for success is having everyone in a leadership position – from members of the C-suite to the supervisors on the front line – actively committed to achieving the desired result.
Change is inevitable. From organizational initiatives and M&A activity to market conditions and leadership transitions, it’s not about if change will happen but when it will happen.
The only constant is change, especially in this competitive business landscape.
While there is no one skill guaranteed to prepare your people to successfully lead through change, a subset of skills might.