Why HR Should Lead Change Initiatives

Butterfly5Change management is about people, performance and leadership, ergo, one would think HR should be leading the charge (or at least playing a major role). Unfortunately, in many cases, HR is not involved because it does not bring the skill sets that would be useful to organizational change or is simply not even invited to the party. More concerning is that CEO’s don’t hold their HR leadership accountable for building the necessary expertise that would facilitate effecting change. Without the internal expertise, organizations, more often than not, look to outside consultants to provide the needed assistance to effect the organizational changes they’re looking for.

What’s striking here, even with the expertise of outside consultants, change guru John Kotter, (Kotter International) still claims that 70% of change efforts fail; this is a pretty dismal record. Kotter’s approach for “change management” is for organizations to “take a consistent, holistic approach to changing themselves,” and “engaging their workforce effectively.”

Hmmm. Changing themselves. Engaging their workforce. Sounds like learning, development and human resources to me so why isn’t HR part of the solution? (more…)

This Time It’s Gonna Work Because We Hired a Consultant

That statement was made by a vestry member of a small church that had been trying to grow since 1967.  It was a little church in the woods, and the congregation (as tested by an interim rector) was overwhelmingly ISTJ.

Steeple 010It did work, however, as the little church in the woods is now a thriving, growing parish.  But it wasn’t the consultant that led to success, it was a strong lay leader who took his time, energy and skill to identify and collaboratively overcome the obstacles in the way of growth.  The consultant served as an advisor, and the leader listened to the advice, but the changes were organically grown, not handed down by consultant. (more…)

Come On, HR – We’re Losing Clients

We want a seat at the table?  We want to add value?  We want to positively influence the success of the business?  Then let’s stop giving away one of our best tools – the art and science of performance improvement!

No, not performance management where managers spend as little time as possible each year providing feedback to employees that is as bland as possible.  I mean real performance improvement; (more…)