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Rescooped by rodrick rajive lal from Business Brainpower with the Human Touch
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5 Ways to Empower Employees to Drive Change

5 Ways to Empower Employees to Drive Change | Writing about Life in the digital age | Scoop.it

I have been writing a series of articles on culture-enabled organizational transformation. Much of my philosophies on this subject are derived from learnings on the battlefield as a Navy SEAL, and in the boardroom as an entrepreneur. There are three phases to my transformation model, each with several components: building the change culture, preparing for the change battle, and winning the change fight.

 

Once a company is well-prepared for change and high levels of trust and accountability have been woven into the fabric of the organization's culture, only then can they start preparing for the change battle. Behaviors and mindsets must adapt and a plan of attack developed and communicated. The first phase of winning the change fight is to empower the team and enlist as much participation as possible at all levels.


Via The Learning Factor
rodrick rajive lal's insight:
Organisations should allow their employees to drive change. But then, for that to happen, a culture of trust needs to be developed, post that, the vision of the organisation, philosophy and ethos need to be shared with the employees. After the sharing of the vision, organisations need to provide for disruption and challenging of fixed mindsets. Providing employees with enough opportunities for professional growth, and offering enough sources for learning new things, all of them will help build a workforce of dedicated employees who are willing to drive change!
 
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The Learning Factor's curator insight, February 21, 2017 5:07 PM

Organizational transformation requires empowerment and participation at all levels.

Rescooped by rodrick rajive lal from Business Brainpower with the Human Touch
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The four building blocks of change | McKinsey & Company

The four building blocks of change | McKinsey & Company | Writing about Life in the digital age | Scoop.it

Large-scale organizational change has always been difficult, and there’s no shortage of research showing that a majority of transformations continue to fail. Today’s dynamic environment adds an extra level of urgency and complexity. Companies must increasingly react to sudden shifts in the marketplace, to other external shocks, and to the imperatives of new business models. The stakes are higher than ever.

So what’s to be done? In both research and practice, we find that transformations stand the best chance of success when they focus on four key actions to change mind-sets and behavior: fostering understanding and conviction, reinforcing changes through formal mechanisms, developing talent and skills, and role modeling. Collectively labeled the “influence model,” these ideas were introduced more than a dozen years ago in a McKinsey Quarterly article, “The psychology of change management.” They were based on academic research and practical experience—what we saw worked and what didn’t.

Digital technologies and the changing nature of the workforce have created new opportunities and challenges for the influence model (for more on the relationship between those trends and the model, see this article’s companion, “Winning hearts and minds in the 21st century”). But it still works overall, a decade and a half later (exhibit). In a recent McKinsey Global Survey, we examined successful transformations and found that they were nearly eight times more likely to use all four actions as opposed to just one.1 Building both on classic and new academic research, the present article supplies a primer on the model and its four building blocks: what they are, how they work, and why they matter.


Via The Learning Factor
rodrick rajive lal's insight:
I like this article for being straightforward and to the point. A majority of transformations continue to fail, and fixed patterns might not help enough!
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The Learning Factor's curator insight, May 5, 2016 7:37 PM

Four key actions influence employee mind-sets and behavior. Here’s why they matter.