Change is scary for a lot of people but in today’s changing business environment, managing yourself in the midst of change can keep you going and make you succeed. In these changing times, organizations are striving to achieve strategic organizational alignment in order to meet and exceed mission goals. However, during the chaos of change, job responsibilities shift, accountability slips, and productivity suffers. Alignment is a sought after, but often missed goal. Effective transition and change management planning and execution can alleviate some of the chaos. It can also help reduce the productivity loss and reestablish the critical alignment so necessary for success.
In the last decade, leaders have come to realize the importance of good communication during organizational change. Many have come to this realization because of the pain and chaos created in the absence of communication, or when their traditional communications have not worked. The ultimate objective of most communication activities is to change behavior. To achieve an employee behavior change, many communicators work on the principle that they need to change employee attitudes first. However, even if attitudes are changed, habits may be too strong to break and therefore behavior may not change. And if behavior does change, it may take a while to happen.
It is therefore mostly better to focus on attempting to change employees’ behavior. It is generally accepted that culture influences behavior, which in turn affects organizational performance, and in a circular way, culture is in turn affected by behavior and performance. Organizations place great importance on culture because of its perceived impact on performance. Since culture change is difficult to implement; it is best to change behavior first because that is easier, and then culture change will follow.
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