Change doesn’t care if you want it or not.
Change forces us to constantly evolve to keep pace with the world around us. Within organizations, it brings complex challenges on a strategic, operational and human level. Where others fear change, Cielo sees it as a power to be harnessed.
Managing organizational change: it's time to embrace the new
In this introductory article, we look at the idea of change itself to understand how it manifests and why we humans seem to find it so difficult. What is change? How do we adapt to its effects, and how do we harness the potential of successfully managing organizational change?
It’s all about getting all the right stakeholders involved early, getting them to understand the ‘why’ — what’s in it for them.
– Iain Everett, Former Head of Recruitment, Royal Mail”
Read Managing organizational change: it's time to embrace the new to better understand:
- The three principles of change – constant, continuum, collective
- Ways to manage the Actively Disengaged, Indifferent and Engaged
- How to avoid your change program becoming one of the 70% that fail
- The four key principles for successful organizational change
Workforce resilience: Guide to thriving through organizational change
The volume of change your organization can handle is determined by the resilience of your people. How do you bring them with you on your change journey?
People need to understand not just what you’re doing, but why you’re doing it — and why it matters.
– Molly Thiel, Chief Operating Officer, Cielo
Read Workforce resilience: Guide to thriving through organizational change to explore:
- How building resilience makes change happen – faster
- The psychology of resilience and resistance
- 5 strategies to build organizational resilience to change
Skill development never stops
Change demands constant adaptation from employers to employees alike. How can organizations and individuals keep their skills on point in an ever-changing world?
Skills development is critically important — but it has to be custom-fitted for each employee. It’s about engagement and understanding what the employees’ goals and aspirations are — personally and professionally — and adding those to whatever skills gaps you have.
– Josh Needle, Senior Vice President — Business Development, Cielo
Read Learning agility in the workplace: Skill development never stops to learn how to:
- Prepare yourself and your teams for the role of AI in the workplace
- Grow your own talent and widen your view of where talent is found
- Make upskilling a future-forward activity and utilize it to attract the people you need
- Make your skills investment individual
How to manage company culture during mergers and acquisitions
Through times of big corporate change, mergers or acquisitions, failure to put culture top of the agenda can undo the best-planned strategy. Integrate it into your planning, however, and you’ll deliver change with clarity, direction, communication and pace.
Culture is a living thing within an organization: you can't just turn it on and off. You have to be mindful of what it's telling you.
– Greg Summers, Former Chief Customer Officer, Cielo
Read How to manage company culture during mergers and acquisitions to explore these 4 ways to manage culture during times of change:
- Understanding culture
- Addressing the fear of culture shock
- Mitigating cultural fallout
- Stemming an exodus
Winning talent in the new work paradigm
In this fifth and final article – Winning talent in the new work paradigm – we look at how the rules of work have changed. Employers frustrated by the recent demands of talent need to stop waiting for the market to swing back in their favor and start leveraging these changes to help their teams and businesses thrive.
It’s not only work that’s changed, humans are fundamentally changed.
– Sally Hunter, Executive Vice President – Revenue Strategy , Cielo
Read Winning talent in the new work paradigm to discover 4 strategies to win in a new world of talent.
- Rethinking our relationship with work
- Embracing changing priorities
- Minding the generation gap
- Recommitting to your identity as an employer of choice
