Editor's Note: Take a look at our featured best practice, Soft Side of Change Management (20-slide PowerPoint presentation). This document contains 6 frame Change Management frameworks that deal with the "soft" side of managing effective organizational change:
1. Dimensions of Change
2. Emotional Cycle of Change
3. Ingredients of Change
4. Level of Commitment
5. Phases of Team Building
6. Trust [read more]
Also, if you are interested in becoming an expert on Change Management, take a look at Flevy's Change Management Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.
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You may all have heard somehow about Intelligence Quotient (IQ), Emotional Intelligence (EQ), and Cultural Intelligence (CQ). Their importance in the work place has been proved since we are evolving in a more diverse and global environment. But what about (Dis)ability Intelligence?
Today, the world is shrinking and changing drastically because of globalization. We are experiencing a constant need of Emotional Intelligence within organizations to be able to manage our emotions and adapt them depending on the context and the situation. EQ is the critical factor that sets us apart from the others. Many organizations today consider candidates based mainly on their soft skills.
Cultural Intelligence is the ability to thrive and function effectively in different cultural contexts in line with the company’s strategy. Employees with a high level of cultural intelligence play a key role in bridging gaps and making communication smoother specifically in a multicultural workplace. People are no longer defined only by their creativity and technical competencies; they are distinguished by their ability to adapt to local cultures by understanding the different cultural dimensions and adopting them on a daily basis. Some companies are even engaging experts or consultants in order to adapt their strategies to local cultural aspects, including the language, the religion and the set of values and perceptions of the country.
We can also add to the list creativity and adversity quotients or intelligence, but what about (Dis)ability Intelligence within the workplace? Who has to adapt in this case in the organization: the people with (dis)abilities or the key stakeholders/decision makers? How many corporations are taking into consideration this aspect in their integration strategies or corporate social activities? Many companies are considering disabled candidates in their hiring process, but are they seeking to achieve this goal only for brand image? Or adopting such strategy for a real need of social integration? What is the utility then of hiring them without any further consideration?
(Dis)ability Intelligence implies from us a deep sensitivity and understanding of people with specific (dis)abilities in an attempt to improve their well being, motivation, and enhance their performance because “the only disability in life is a bad attitude” (quote from Scott Hamilton).
We are in an era where we often hear about disruptive marketing and technology, shift of economy, new paradigms, lean six sigma, zero defect, specific events in the work place like women’s day, kids day…but we rarely hear about a shift in our perceptions for a better understanding and adaptation of people with (dis)abilities; a lean thinking that search to eliminate biases and judgments.
This is a big debate that I prefer wrapping it up by my favorite quote:
“We must be the change we wish to see in the world” – Gandhi
This "new and improved" A Comprehensive Guide to Change Management,, which replaces my previous "best seller" of the same name, contains everything (well nearly everything) you would ever want to know about Change Management. This slide-deck now contains over 580 slides which includes [read more]
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"The only constant in life is change." – Heraclitus
Such is true for life, as it is for business. The entire ecosystem our organization operates in—our customers, competitors, suppliers, partners, the company itself, etc.—is constantly changing and evolving. Change can be driven by emerging technology, regulation, leadership change, crisis, changing consumer behavior, new business entrants, M&A activity, organizational restructuring, and so forth.
Thus, the understanding of, dealing with, and mastery of the Change Management process is one of the most critical capabilities for our organization to develop. Excellence in Change Management should be viewed as a source of Competitive Advantage.
This is a collection of common Strategy and Management Consulting Frameworks. A Management Consulting Framework provides a structured approach to analyzing and solving a common business problem. It allows Management Consultants to address a client’s business issue in an organized, thorough, and [read more]
Successful change isn't just about strategies--it's about people. The McKinsey Influence Model of Leading Change offers a unique, research-backed approach that differentiates itself from other change leadership frameworks by focusing on what truly drives behavioral transformation. Unlike [read more]
Change is the only constant in the work environment today. However, a McKinsey study revealed that 70% of change programs fail, most often due to resistance from employees. For change to be successful, it has to be effectively managed. To achieve this, it is essential that the human side of change [read more]
Seventy percent of change programs fail, according to the April 2001 Harvard Business Review article, "Cracking the Code of Change". According to Bain & Company, businesses that implement fast, focused, and simultaneous change programs can create enormous and long-lasting shareholder value. [read more]
You may all have heard somehow about Intelligence Quotient (IQ), Emotional Intelligence (EQ), and Cultural Intelligence (CQ). Their importance in the work place has been proved since we are evolving in a more diverse and global environment. But what about (Dis)ability Intelligence?
