Managing change at the organizational level can be incredibly challenging—almost like maneuvering an ocean liner through a series of tight turns, narrow channels, and often stormy weather. But there are key steps you can take as a leader in your organization or team to make sure change management is steered straight, as opposed to floundering.
Recently, the American Society for Training and Development (ASTD) changed its name to the Association for Talent Development (ATD), as announced by CEO Tony Bingham at their International Conference and Exposition. Reactions to the name change ranged from excitement, cynical, to disappointment. While the debate goes on of whether or not changing the name to the Association for Talent Development appropriately represents the work of the members, one thing is clear. For a major change like this—an identity change, no less—the change process could have been handled better.
While the intent on the name change was good, the process was not. Bingham told the live audience that it took ASTD two and a half year to decide on a new name. However, most members didn’t know that a change was coming and felt disregarded or disrespected when the news was announced.
Consulting with your constituents before implementing major change is a critical step in any change management program. When members of your organization feel they are heard, they are more likely to support your change effort. This cardinal rule applies in membership organizations such as ATD, as well as in companies where employees are members of the organization or business.
Here are six key steps you can take to ensure a successful change process: Read more…