Managing Change to Empower Employees
As human resources professionals, we are often at the forefront of planning for and implementing change in the workplace. After all, change is constant and inevitable, and it is often uncomfortable for employees and managers.
Kelli Hinshaw, vice president, Strategic Development at Reality-Based Leadership, wrote an article for HR.BLR.com® about managing change. In the article, she states that “[T]raditional HR practices focus too much on making change least disruptive to the people instead of ensuring it’s least disruptive to the business. In fact, many traditional change management processes encourage leaders to carry the burden of rolling out the perfect communication plan, perfect vision statement, and the perfect process cadence to assure buy-in.”
According to Hinshaw, “When a good leader takes ownership of perfecting these circumstances for their teams, they unintentionally create a culture of ‘learned helplessness,’ which is a mindset that people have no ability to change or control their outcomes.” Then “when reality hits and imperfect circumstances arise, coddled employees blame their circumstances and the change management plan for their pain, suffering, and lack of results at work.”
What’s the alternative? Hinshaw asserts that the next generation of great employees and forward-thinking HR and business leaders need to focus on cultivating and developing employees who are ready, willing, and able to thrive in anticipation of changing circumstances.
For more specifics, check out Hinshaw’s article; you might also be interested in listening to the recent HRWorks podcast featuring an interview with Hinshaw on the topic of personal accountability in the workplace. Want more? You can also hear Hinshaw give the keynote address at BLR’s Advanced Employment Issues Symposium (AEIS) in November.
Follow Us — HR.BLR.com®