Is your organisation losing half its revenue due to poor change management?

Start managing the human impact of change management and take control of the success of your organisations change initiatives.

I’m sure you’ve had the experience of sitting and listening to a new vision or strategy from the CEO. Sometimes these are a hit and you can’t wait to jump on the bus, but in some cases you can tell the impact of these changes on employees hasn’t been well considered.

Businesses need to be agile in order to remain relevant in today’s market. But this doesn’t mean overlooking the needs of employees during times of change. Without a strong roadmap to follow not only will any change initiatives struggle, but your organisation may even lose out on revenue!

The 10 Commandments of Organisational Change Management

When your organisation makes a decision about change how well prepared are you to get the ball rolling?

It’s estimated only 25% of organisational change initiatives are successful over the long term. These results invite criticism of change that can be felt throughout a company. Especially when an average of 22% of managers felt their training to support the organisational change was ineffective.

DisruptHR: “The Rebellious Future of HR”

Organisations today operate in a more disruptive environment than ever before and as an HR professional, you have a key role to play in developing the future talent needs of your organisation.

Disruption is all around us. Your ability to dynamically adapt and manage the evolving business landscape will dictate how you’re able to engage talent, drive organisational change programs, and effectively manage the human impact of this change.

Workplace disruption and how you can become an HR manager of the future

Businesses are now operating in a more disruptive environment than ever before. And as an HR professional, you have a key role to play in developing the talent management solution.

Disruption is driving the future of HR. Your ability to dynamically adapt and manage the evolving business landscape will dictate how you’re able to engage talent, drive organisational change programs, and effectively manage the human impact of this change too.

Choice to lead the way for managing human change alongside new partners, the Australian Institute of Management (AIM)

To ensure our career transition programs continue to assist your employees manage the human impact of change, we have reviewed all of our programs and made some exciting changes incorporating leading edge technology and knowledge from our Australian consultants and global partners.

Today we are proud to announce the commencement of a unique relationship with the Australian Institute of Management (AIM), and have incorporated AIM training programs across the majority of our career transition programs.

How do you measure your ROI on your change management investment?

A recent report by McKinsey on measuring the impact of employee training on business performance, got me thinking about a specific issue that many of my clients face:

How do I measure the return on investment of my change management program?

As an HR decision maker, there are an overwhelming number of questions you need to be asking yourself before proceeding with any workplace initiative. Without a clear set of expectations and a means of effectively measuring the impact of your change management programs, then what purpose do they serve?

When the Government of the day changes the goalposts, what do you do?

As a part of the HR team within your organisation, creating rhythm and processes around the management of your employees needs is a critical aspect of your role. However, when the Government of the day makes changes to the Employment Act, you and your team are suddenly required to adapt your approaches to implement and manage change, and the uncertainty that will inevitably arise amongst your employees.

Redundancy: How to make the most of a difficult situation, an employer and employee’s perspective

The word redundancy is generally not synonymous with good times, and is a stressful situation from both an employer and employee perspective.

Managing this difficult situation effectively is always a challenge, as the wildcard in the situation is human emotion, and we can never be sure how people will react to a redundancy announcement.