How to Drive Organizational Change Through HR

#HR transformation is some of the most rewarding work I do. Why? Because I know when we fix #humanresources the impact to the rest of the organization and our internal and external customers is huge! How? 🎬We start by identifying our customer and then we reframe EVERYTHING we do to deliver the best experience possible. Does this mean all employees receive raises because they want one? NO Does this mean we compromise on compliance and legal requirements because certain leaders don’t like what this means? NO Does this mean we forego process, policy, structure, discipline and just allow a free for all because that’s what “customers” want? NO What it DOES mean is… 📌 We audit/assess every process, policy, procedure, rule (written and unwritten), tool, relationship and perspective to establish where we are right now 📌 We ask for feedback from our stakeholders on what they love/hate about their experiences with HR 📌 We ask for feedback from all (or as many as possible) to understand the current employee experience-what they love/would change-their view of leadership, tools, safety and more 📌 We establish desired outcomes in alignment with our Executive team to ensure our go-forward work is on track 📌 We dive into or create new Values & Purpose statements to anchor everything we do going forward -creating our new True North 📌 We map all processes at a granular level, and determine how each step of every process impacts the users and if that’s the experience we want for them and does this align with the Values we espouse 📌 We identify the gaps/misses and make the necessary changes to create the desired customer/user experience 📌 We create new processes, policies, procedures, behavioral and performance expectations 📌 We create a communication strategy to ensure all employees understand the WHAT & the WHY of all changes 📌 We COMMUNICATE COMMUNICATE COMMUNICATE 📌 We roll out some changes slowly and in small doses to evaluate, seek feedback, tweak and iterate as we go 📌 We roll out other changes swiftly and reinforce often and in as many ways as possible ⭐️Through this we establish trust, transparency and credibility as we create a culture of continuous improvement with a focus on our Customer Experience. ⭐️ While there is a LOT that goes into it, this is a general outline of the approach that has worked for me many times. We must be as intentional about our internal customer experience as we are our external CX. When we deliver an amazing CX to employees, they in turn do the same for their internal and external customers. What have YOU designed for your CX?

Essential Elements for Driving Corporate Transformation In the post-AI, post-COVID corporate realm, transformation is increasingly being recognized as a necessity. In my many years of experience leading successful organizational transformations, I’ve noticed the difference between a transformation that propels a company forward and one that falters can be distilled into three non-negotiable elements that are foundational to how you inspire, empower and accelerate your team toward transformation: 1. Clarity of Vision Change is daunting, but a clear vision is the North Star that guides an entire organization through it. If you're seeking radical transformation, your initiatives will fail right at the outset unless you start by clearly explaining what you are trying to accomplish. This first step isn't just about outlining what needs to be done; it's about inspiring people with your vision of what lies ahead. Paint a vivid before-and-after picture of what the aspirational “new normal” will look like on the other side of change. Then, assemble a team of like-minded individuals who believe in that vision. This becomes the mechanism to make transformation happen. 2. Employee Well-Being Work culture is beginning to accept that employees are whole people.  Focusing on systems, processes and technology is natural in business, but the core of any organization is its people (and not just their output). The current shift toward valuing people over processes aligns with my lifelong career quest to infuse more humanity — soul, care, generosity, empathy and humor — into the workplace, creating an environment where employees feel valued, understood and empowered. By creating positive behavior changes and redefining opportunity for employees, you improve recruiting, retention and professional growth. A key goal in the transformation process should be to help employees help themselves. When your organization gives employees access to a variety of resources and opportunities to help them grow on their own terms, it shifts from providing "talent development" to "talent enablement," focusing not just on training but on empowering employees with the tools, mindsets and support they need for continuous improvement and well-being. 3. Velocity If you wait for all the pieces to perfectly fall into place before you begin, you’ll never get the crucial momentum you need to get started. Move fast or don’t move at all. But how fast you go isn’t enough; where you’re going is just as important. An organizational transformation requires both speed and direction — velocity. Know where you’re going, then head there quickly and with laser-like focus, working to keep everyone aligned and moving with you. Velocity is maintained by aiming for early wins and moving on quickly when things don’t go your way. You’re going to break some glass, but velocity is far more important than perfection. https://lnkd.in/ggJjt6JM #digitaltransformation

I have witnessed firsthand the challenges and opportunities that arise during cultural transformations. It is clear to me that accountability for change cannot be delegated; active involvement from top leaders is vital for success. By actively engaging with employees, soliciting feedback, and involving them in the decision-making process, leaders can demonstrate their support for transformation. One key takeaway from the article is the concept of social learning. When employees observe commitment and positive behaviors from their leaders, they are more likely to emulate these behaviors. Emotional intelligence (EI) also plays a crucial role in handling the challenges of cultural transformation effectively. Integrating emotional intelligence into a leadership approach can help employees navigate the change process with a sense of stability. Clear and transparent communication about the transformation's goals, expected outcomes, and steps involved is essential. By exemplifying the desired cultural attributes, applying emotional intelligence, aligning top leadership with transformation goals, fostering innovation, and addressing factors in change resistance, any leader can drive effective and lasting cultural transformation. #Leadership #OrganizationalChange #CulturalTransformation #ChangeManagement #CompanyCulture

For 20 years, I've seen countless change initiatives succeed and fail. The key differentiator? Connection. 𝐓𝐰𝐨 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 𝐭𝐡𝐢𝐧𝐠𝐬 𝐭𝐨 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫: 1️⃣ Change can be scary, especially when we don’t understand how a change will impact us. That’s when we’re most likely to resist it.  2️⃣ People crave purpose. When change feels like a blip on the radar, not a strategic move, disengagement is inevitable. Our minds naturally seek connections, and in the absence of clear information, we invent our own – often scarier narratives. 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐤𝐞𝐲 𝐭𝐨 𝐥𝐚𝐬𝐭𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐠𝐞: Connect your people to your organization’s strategy and future. 🔑 𝐁𝐞 𝐢𝐧𝐭𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥. Explain the purpose behind the change and how it aligns with your organization's strategy and/or vision. 🔑 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥. Demonstrate how their roles contribute to the bigger picture. 🔑 𝐁𝐫𝐢𝐝𝐠𝐞 𝐭𝐡𝐞 𝐠𝐚𝐩. Foster open communication, addressing concerns and questions head-on. By creating a clear connection, you empower your people to see themselves as active participants, not passive bystanders. This is how change becomes a strategic choice, not a forced disruption. 𝑅𝑒𝑎𝑑𝑦 𝑡𝑜 𝑚𝑎𝑘𝑒 𝑐ℎ𝑎𝑛𝑔𝑒 𝑠𝑡𝑖𝑐𝑘? 𝐿𝑒𝑡'𝑠 𝑐ℎ𝑎𝑡! #ChangeManagement #Leadership #FutureOfWork #KeysToChange #KeysToSuccess #Empowerment #EmployeeEngagement #ThriveThroughChange ------------------- Allison Wright and I built 3 Keys Consulting, LLC to help organizations and the people within not just manage through change, but rather THRIVE through change. Got a major change heading your way? Set up a call to see how we can help set you up for success! https://lnkd.in/eTr5Jj9y

It doesn't surprise me that more than 70% of change initiatives fail, and that it's almost always because we don't get the people skills right. I'm pitching on a Fractional Leader for a massive organizational change project and I’d love to share some insights and invite your thoughts! According to a Harvard study, the main reasons they fail is because of: ❌ Poorly defined strategy ❌ Strategy lacks flexibility ❌ Unrealistic expectations ❌ Not celebrating wins throughout ❌ Lack of effective communication ❌ Don't identify and address resistance ❌ Disconnect between strategy and culture Here's how I plan to steer clear of becoming another statistic: ✔ Embrace flexibility. ✔ Communicate with clarity and frequency. ✔ Engage in active listening to understand the real pulse of the organization. ✔ Set clear, achievable goals, be ransparent about the 'what' and 'why'. ✔ Co-create the 'how' by involving employees in shaping the journey. ✔ Leverage internal influencers in both planning and execution. Change is where strategy meets execution, and getting this right is critical for any organization’s change success. What strategies have you found effective in driving change? Let’s exchange insights in the conversation below👇 _________________________________ Hi 💌 I’m KL! I help employees and companies navigate the world of work. Hit the 🔔 to follow for great insights!