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Studies show that millions of employees are feeling burned out, emotionally drained by work, and used up at the end of the day. What is the cause for employees’ deteriorating emotional state? Multiple change initiatives on top of day-to-day responsibilities is likely a key cause.
New ERP systems are the catalyst for growth and change but success is more than getting the technical implementation right. When Hinds Community College made the move to Workday, their chief technology officer said they would do one thing different if doing it over again: bring change management into the process earlier.
The go-live date is a moment of great anticipation. It’s the final stretch of an implementation – a culmination of weeks, months and sometimes years of work – and a time that marks the difference between before and after in transformation initiatives. Even with careful planning, sometimes substantive changes impact the go-live date.
Music has many benefits – from improving memory to reducing depression and stress. Why not let it benefit your digital transformation efforts? We wrapped up the top hits and best practices to guide your ERP implementation project to top the charts.
Change management is our business.
One change management trend that is getting a lot of attention, and we are seeing in our own experience, is organizations working to establish change as part of their company culture.
Successful change initiatives are not a matter of chance, but the result of strategic planning and strong communication. Strong leaders put change management at the forefront of digital transformation, modernization, and organizational culture efforts.
Innovation is defined as “a new idea, method, or device,” according to merriam-webster.com. It sounds so simple, yet the complexity behind it can be mind-boggling.
Change analytics is an evolving space and having the chance to talk about the subject at ACMP Global Connect led to great discussions with change practitioners around the globe. One key theme during many of our conversations focused on change fatigue, the resistance or passive resignation to organizational changes on the part of an employee. Change fatigue continues to be one of the more challenging concepts to measure, as everyone has a different threshold for where they reach the point of being fatigued. However, much like an athlete, there are ways to train for change, including increasing organizational and personal change resilience. Change resilience is easier to measure, as we can use an individual's historical performance and reactions to change to understand where an organization needs to continue to build change muscles.
Last weekend, I was sorting through old notes from my college business classes and I came across a picture of cheese. Obviously, this caught my attention. The notes covered highlights from the book Who Moved My Cheese? An Amazing Way to Deal with Change in Your Work and in Your Life by Dr. Spencer Johnson.