STORIES & SOLUTIONS FOR THE MODERN BUSINESS USER

In a world where there is a new, shiny thing around every corner, there’s something to be said for the tried-and-true change management tools we have used for years. Regardless of whether the change is a technology implementation or organizational restructuring, there are a few change management tools that will always set you up for success. These core change management tools deliver consistency within the change management practice and industry.

Are you one of those people who enjoys being scared? Do you start planning your annual haunted house tours and Halloween decorations months in advance? Do you love the idea of “fright night” at the movies?

By Harli Manuel and Carolyn Konicki

While most change initiatives differ in many ways, some of the most critical players in driving effective change are the subject matter experts (SMEs). A SME is an individual who possesses historical knowledge or expertise about a particular part of the business or the change initiative taking place. SMEs are valuable to change initiatives and change management partners in many ways. Some notable examples of how an individual identified as a SME can play a vital role in driving change are:

Utilizing data to strengthen your change management approach can take many forms. One of the best ways to visualize data in support of change activities is through dashboards. Below are a few tips on how to make the most of your change dashboards.

While no two change initiatives are the same, there are some basic, fundamental hallmarks of change management that can be applied to any scenario that will help ensure a successful transformation.

The focus of this blog centers on a very critical change element: Executive Sponsorship. Or rather, how to establish and build trust with your executive change leader or sponsor.

Roadblocks abound in any ERP implementation, especially for transit organizations transforming their back-office systems to cloud-based ERPs. Why? While these agencies provide critical infrastructure services, they often face distinct challenges that add complexity to an enterprise-wide digital transformation project including:

By Tammy Savage and Victoria Lemane

As the global stage is set for the 2024 Paris Olympics, many of us will be glued to our devices to watch these intense competitions — awed and amazed by the incredible feats of strength, speed, grace, and athletic prowess — all from the cozy comforts of our couches.

Imagine more than 26,000 human resources (HR) professionals in one place, all looking to learn how to stay relevant on the latest HR trends, understand the newest technology, and find people to network with on a variety of HR management issues. Welcome to the SHRM Annual Conference.

Change has always been hard. But now, change has become a constant. Market disruptions, shifting consumer preferences, and technological advancements are pushing companies to evolve and adapt faster than ever before. This means the ability to lead your employees through change is paramount to success.

Any change occurring within your organization, whether it involves deploying new technology, implementing new processes, or restructuring, will impact your people. Human resources (HR) leaders’ focus is all about people management, ensuring employees are supported, engaged, and equipped to adapt to organizational change.