(This is part 1 in a 5-part series on why change initiatives fail.) Throughout the years, researchers have discovered that 70% of organizational change initiatives fail. One of the primary reasons cited is the ambiguity associated with making "change." Qualitative metrics are often ignored. Aligning the outcomes with economic realities are often over-emphasized. Human fears … Continue reading Why Change Initiatives Fail: Position Power vs. Network Power
When most people think of "flexibility," we usually think about physical flexibility. In contrast, flex in the workplace is often synonymous with temporal (or time-based) flexibility -- in other words, flex-time, compressed work weeks, or telecommuting. But neither one of these definitions encompasses the full range of flexible options that employers can and should offer their workers -- especially … Continue reading Workplace Flexibility: Why It’s More Than Just Flexible Hours
Change management has been around for a long time...so you'd think we'd finally get it right. But, unfortunately, studies have consistently found that 70% of change initiatives ultimately fail to achieve their desired results. That means that the tumultuous work environment and emotional/physical toll on workers resulted in the status quo rather than the idealized … Continue reading 5 Reasons Why 70% of Change Initiatives Fail: After 60 Years, We Still Don’t Get It
Should we expect to find compassion in our workplaces – or should we check our emotions at the door in order to be more productive at work? Is workplace compassion a “nice to have” bonus at work – or is it an organizational imperative for innovation and profitability? According to recent research, compassion may be … Continue reading The Compassionate Workplace: What It Is, Why It’s Missing, and How It Contributes to Organizational Success
When was the last time that you told an employee to "make it happen?" Did you stress the importance of putting forth the necessary effort? Did you reinforce the urgency of the request? If you're like most managers, you probably did all these things. But were these requests to "make it happen" actually met? This is the … Continue reading Inadequate Resources, Poor Performance, and Employee Burnout: Are Managers to Blame?