All organizations must be in a constant state of change to survive. In order to keep up with the evolving marketplace, every organization must continuously look for ways to improve how and what it is doing. However, when there are significant, repetitive large-scale organizational changes, it is common for employees to begin to experience a loss of trust – to harbor feelings of resistance, fear, and anger. This is particularly true during times of lengthy major transitions such as in reorganizations, mergers, or in the replacement of key management personnel.
The Leadership Dimensions Group have the professional experience necessary to help manage the impact of these events on employees and on the company as a whole. We have Change Management strategies and Corporate Training programs to break down barriers and create a positive sense of employee opportunity and engagement in the change process... whatever that may be.
Sometimes, senior management teams move too quickly to implement operational decisions that create major organizational process changes for employees at the departmental level. They often execute these changes without establishing clear communications about them or knowing how to accurately gauge the impact of these actions on their employees. These actions can frequently be misinterpreted as examples of how senior management may not fully consider the effect of these changes on rank and file employees. We help dissolve these barriers to productive changes in your organizations, from top to bottom and everyone in between.
The Challenge of Managing Change in a Fast-Paced Organization
Leadership. Change. Performance.
and Communications in a Time of Change
Executives often implement daily operational decisions that create major organizational changes without much notice. They often execute these changes without establishing clear communications about them or knowing how to accurately gauge the impact of these actions on their employees. These actions can frequently be misinterpreted as examples of how senior management may not fully consider the effect on rank and file employees.
LDC plays a strategic role in facilitating the smooth transition of daily change initiative with leadership development consulting. We offer communication processes, assessment tools and employee surveys that can quickly determine the level of change resistance. We create employee communications campaigns that effectively convey the best message to the various employee groups in the organization. This significantly reduces resistance and improves low productivity that often accompanies daily organizational change.
We use customized questionnaires, surveys and group feedback sessions to identify the underlying employee concerns and problems. We then implement large and small group engagement sessions. These sessions are designed to build employee involvement and contributions to the change effort. These meetings are supplemented with a combination of consistent communications and company-wide initiatives to further reinforce positive employee response to the change. Then, we design programs to address and re-align overall performance and renewed teamwork initiatives. We have achieved superior results by combining these campaigns with extensive management and supervisory coaching and training.
“Co-creating at the Speed of Change”
We provide workshops, surveys and group facilitation sessions that allow employees to understand and actively participate in corporate change initiatives. We also help employee groups deal with their own personal reactions to change. Participants learn to create group and personal action plans for moving through the change with positive outcomes. Through group facilitation, we encourage employees to share real world work experiences with the process of co-creating the new change model. This helps participants learn to anticipate and recognize the impact of change in their lives and then move through it successfully.
Business Experience that Counts.
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