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In today’s competitive environment, organizations need to be innovative, efficient, retain great talent and continuously change and evolve. One key to success for an organization is understanding how to effectively go through the change management process. How can an Enterprise Social Network (ESN) help facilitate organizational change? Here are some best practices around change management
There are two key roles to successful change in organizations: the role of the sponsor/change leader and the role of manager as change agent. There are many other roles, but these are the most important based on my experience being part of change. The first critical role is the change leader. When I look at
Is the change management process of 5, 10 or even 3 years ago still applicable in this fast-pasted, global economy? As a product person, I constantly see the tension between the need to stay ahead of the fierce competition yet meet short-term organizational goals. How can you be both strategic for the short and long
The largest organizational issues associated with conducting a social network analysis are the culture and the organizational goals and strategy. If the culture is one where people are overworked, are not trusted nor empowered, and do not understand the corporate strategy, then the SNA will not give accurate results. If people do not feel trusted
Many of us discuss innovation, collaboration, change management, and culture. Ultimately, how do you create an organizational culture that is innovative? It starts with the mindset of the leaders and then permeates throughout the organization. Everyone needs to understand that to innovate, expect the unexpected. This means that when the unexpected happens, people are ready
How do you create engaged employees in an organizational environment where change is constant, competition is high, and finding the right talent is challenging? As companies focus on profitability, where does employee engagement fit in? What are some common threads in highly successful organizations with empowered employees? Tie your culture to your business strategy. Consider
As I approach the end of the year, I have spent the past six months working in a number of leaderless teams for the first time in many years. Most of my career I have been part of teams with formal leaders or been in the role of team or project lead. As I have
A picture is worth a thousand words. All corporate communication needs to evoke emotion, tell a story, and convey information. As a product manager, I have encountered a few good visual displays of information and many poor visual displays. The images that seem to resonate with audiences are those which: Are accompanied by a story
How do you implement culture change? When you hear a leader say…..we are changing the culture from X to Y…does this work? Does this transform organizations? How about taking a different approach to change management? I reviewed an article by McKinsey which brought up excellent ideas for change management. (http://www.mckinsey.com/insights/organization/build_a_change_platform_not_a_change_program) First, it’s about empowerment. Encourage
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