Scenario 1:
My company is going through a major restructuring and need to ensure we manage the change effectively.
What we find:
Mergers, reorganizations and realignments create stress and dissonance at time when clear thinking and good information are needed to make critical decisions about people, organizations, projects and processes. Executing these changes successfully requires leaders who can engage their workforce and provide vital information for decision-making. Unfortunately, the stress and uncertainty of change often drive a significant number of people to either:
Be a good soldier. “I’m just going to keep my head down, do what I’m told, and try to do good work.”
Disengage. “Nobody’s paying much attention and I’m not sure whether this project I’m working on is still a priority, so I’m going to tread water and see what happens.”
Leave altogether. “Its time to update my resume.”
The longer organizations fail to engage their workforce productively, the more people move from the top of that list of outcomes to the bottom!
Have you considered:
How will you actively engage people during times of change to ensure:
Senior leaders have solid information for decision making about the knowledge, skill, work product and value of individuals and teams across the organization
Leaders at all levels of the organization have the sense of power and control over their situation - and take action on it in a positive way
Top talent has accountability in getting the attention of those in succession discussions
Take Action:
See how we engage leaders in taking an active role to reduce stress, uncertainty, and to support your organizational goals.
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