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Just like the title of today’s article says, I’d wish to imagine we are able to all agree that with the ability to manage change is a vital skill. The query becomes what’s the very best solution to do it.
I used to be reminded of this while listening to Foley & Lardner’s webcast on “What Do Election Outcomes Mean for the Country, Your Industry, and Your Company?”. While this webcast was broadcast immediately after election day – so a few of the speculation about who might be nominated for cabinet positions has been answered – it’s still value a listen. I discovered it interesting to listen to where it aligned with one other webcast I had listened to about 2025 and HR compliance. A few my takeaways from the Foley webcast include:
Stay current with government appointments. Similar to in our organizations, who is chosen to steer departments, committees, and projects can have a huge effect on outcomes. In case you’re trying to know the business landscape, knowing who the federal government has appointed to steer certain committees might be useful. For instance, the person chosen to chair the National Labor Relations Board could have an effect on worker relations.
Expect a deregulation agenda. I don’t know that it is a surprise. It’s been discussed throughout the election cycle. If current laws are modified or rolled back, organizations may have some decisions to make. Will they keep doing what they’re doing – even when it’s not required? This isn’t an easy query with an obvious answer.
Which is why I desired to discuss managing change today.
Change is at all times present. Some changes is perhaps small, others large scale. Some changes could possibly be things we’ve been hoping for and others … not a lot. We don’t at all times have the posh of coping with one change at a time. You get my point. Change is tough. So having a technique for coping with change is crucial.
Organizations could really profit by finding a change management model that works and sharing that model throughout the corporate. Two well-known models include Kotter’s 8-Step Model and Lewin’s 3-Step Model. One model isn’t “higher” than the opposite. Each are great when it comes to outlining the steps to discover and implement change. The essential part is to search out one which works.
Once organizations have identified a model, then take into consideration having dedicated training sessions (possibly during onboarding) to equip employees with the tools to make use of it. Construct time into existing training programs to indicate employees use the change management model with the content they’ve just learned.
And through times like these after we know change is coming, consider offering a few refresher sessions about manage it. This could possibly be designed as an internal podcast or webinar to remind employees concerning the principles for handling change.
It will help employees manage change well – in each their personal and skilled lives. And it will ultimately help the organization manage change, no matter what the longer term brings.
Image captured by Sharlyn Lauby while exploring the streets of Chicago, IL
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