August 21, 11:57 am
Change in the Workplace, Part II – Employee Development
In addition to planning, another vital ingredient for effective change management is developing all the people in your organization.
This doesn’t happen by chance—it requires putting employee development activities on the calendar and abiding by schedule. Training should not be a hit-and-miss activity.
Common Focus
One benefit of regular staff development is keeping everyone focused on the corporate vision. The opportunity is perfect. Every development activity should begin with something like this:
“The purpose of this training is to _________ which
helps us achieve ___(corporate vision)___.”
If you don’t think that’s important, consider this:
If team members aren’t moving in the direction of the corporate vision, then they’re moving in the direction of someone’s individual agenda.
Obviously, when energy is pushing in different directions it’s tough to build momentum. But when everyone is moving in the same direction it creates a driving force that’s darn near impossible to stop.
Learning Cultures Foster Adaptability
When a culture of learning exists, the work environment as a whole becomes growth-focused. Find a workplace in which learning and improving is the norm, and you’re likely to find a place where people adapt and change for the sake of success.
Find a workplace in which people see learning as drudgery or busy-work, and you’re likely to find a place in which people are married to the status quo–and any variation from “how we’ve always done it” is met with staunch resistance.
Filed in Work, Business, Training, Management, Leadership, Workplace, Corporate Culture
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