Creating a Change Resilient Organization
Every leader wants a workforce that embraces change and helps to “make it happen,” but the reality is that only 15 to 20 percent of employees manage to display that degree of resilience. The other 80 percent of employees who have withheld their buy-in are silently hurting your company’s ability to rapidly shift in today’s global economy.
Seemingly minor changes are often traumatic for employees, causing them to freeze up and lose focus. Interestingly, research shows that employees lose up to two hours of productivity per day during change. The loss is due to their efforts to process the transitions and determine what those changes mean to them.
As a senior leader, your objective is to eliminate resistance and engage your workforce in the change process. One of your biggest challenges is finding tools that will help your workforce adjust to changes in your company, before mergers, layoffs, system implementations, or growth in new markets occur.
Until now, it has been difficult to find change tools that are practical and actionable. CLG’s change-resilience tools help your employees quickly process any organizational change at a personal level, while enabling your company to avoid the “dip” in productivity that typically occurs during change.
Capturing Heads, Hearts and Hands
CLG takes a behavioral approach to help your employees move forward by creating concrete action plans. Employees learn five action steps to help themselves and others through the change process:
- Overcome the negative, fearful feelings that come with change
- Help your people reframe unproductive thoughts and beliefs into a positive outlook regarding opportunities inherent in evolving situations
- Unfreeze and try new behaviors
- Create a support system to help employees remain motivated
- Discover how their individual struggle with change impacts others
Ease of Use
We recognize that change affects everyone in your organization. To that end, we provide a variety of options for deploying CLG’s change-resilience tools. You can lay the foundation by giving employees the book, When “It” Happens! @Work: 5 Action Steps for Leading Yourself Through Change, Julie M. Smith, Ph.D., Lifepath Press 2006, and the accompanying discussion guide. You can then build real skills through our action planning workshops and online modules that help individuals work through change. Or, use our Change Work-Out sessions to help single teams or large groups work together to quickly process a change. If you are working remotely, we also have web-based meeting tools that your leaders and HR personnel can use to guide individuals or teams through the five action steps.
HR as Strategic Change Agents
Our tools and certification process provide the perfect opportunity to position your HR partners as strategic change consultants by embedding our tools and workshops into their leadership programs. You will find that your leaders, employees and HR partners will turn to these tools and methods again and again. In time, they will become a part of the change – rather than apart from it.