#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership
Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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Us versus Them: Reframing Resistance to Change

Us versus Them: Reframing Resistance to Change | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Change champions tend to pay attention to the upside of their future vision and the downside of today’s status quo. For example, those who are passionate about customers are hyper-focused on building relationships for the long term. To them, resistors seem greedy or blind.

Conversely, resistors pay attention to the downside of the change and the upside of the current state. They see the risks. When change champions refuse to discuss an issue, resistors assume they are hopelessly naive or sinister actors trying to pull the wool over everyone’s eyes. To them, it can seem fiscally reckless to divert attention from the financial aspects of the business to softer issues such as customer experience. Which of them is right? “They both are,” says Jacobs. “But each is only half-right.”

In the worst-case scenario, “us versus them” thinking devolves into factions that compete but never really engage. 

The solution is to reframe how we think about resistance. Rather than assuming critical thinkers are resistors, we would do better to treat them as guardians. Guardians see what needs to be protected, and the trust that can be destroyed by a broken promise or a shortcut. Who else will ask the hard questions? 


Via David Hain
Miklos Szilagyi's curator insight, February 6, 2017 2:29 AM
Guardians or fact/idea-checkers who can have a very valuable contribution... and when they feel that their contribution is seen as important and valuable, the reframing could be successful...
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4 learning and development trends for HR leaders to watch in 2017

4 learning and development trends for HR leaders to watch in 2017 | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Human Resources and Workforce Management News

Via Coloma Canals
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Four Principles for Managing Technology Transformation

Four Principles for Managing Technology Transformation | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
The speed at which technology changes is relentless.

Via Virtual Global Coaching
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Rescooped by Ricard Lloria from Positive futures
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Guest Post: Learning to Change our Change Management Approach

Guest Post: Learning to Change our Change Management Approach | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
A few years ago, I learned about the concept of ‘2-6-2’. This simple rule states that in a group of 10 people,

2 are ready for change and will lead or assist with change initiatives
6 will wait to see the benefits before joining the change team
2 are not interested in change, will not join the team and may even work against the change efforts

Via David Hain
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3 conditions for driving organizational change

3 conditions for driving organizational change | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
A small set of people-focused conditions set the stage for change. If you don’t execute, brace for pushback.
Via Mark E. Deschaine, PhD
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#HR #RRHH How AI Is Changing Human Resources

#HR #RRHH How AI Is Changing Human Resources | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Companies including IBM, GE, and Hilton Worldwide are using algorithms to screen, test, and hire new talent.
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Change is changing - Riding the wave of change

Change is changing - Riding the wave of change. Do companies no longer need change management processes. They need change leaders
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3 Key Elements of a Strong Change Management Framework

3 Key Elements of a Strong Change Management Framework | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
This is the sixth in a series of articles that discuss the 3P Change Equation approach to change in any organization – the foundation of my Fired Up & Focused keynote and workshops. Realizing a need for change and having a plan to stimulate change are very different. Making any type of change to the status quo is never easy – it’s even more difficult without a clear change management plan to help guide your organization through the disruption, chaos and unfamiliar territory that is brought on by change.

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Relieving pain points of change management for digital transformation

Relieving pain points of change management for digital transformation | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
What’s hard about change management for digital transformation projects? Rahul Gupta of Capgemini explains.

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Why Cultural Change Is Necessary For Big Data Adoption

Why Cultural Change Is Necessary For Big Data Adoption | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
While big data has many potential benefits, it's also a double-edged sword that could pose risks to privacy or abuse when data falls into nefarious hands.

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#HR The Role of a Director in Leading Change by @pdiscoveryuk

#HR The Role of a Director in Leading Change by  @pdiscoveryuk | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
This article sets out the pivotal role of a director in making sure that strategic and cultural change happens in their organisation, with practical steps.
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#HR Do Your Employees Know Where They Stand?

#HR Do Your Employees Know Where They Stand? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Many managers underestimate their employees’ ability to handle constructive job performance feedback – so nine out of 10 of them don’t give any. As a result, fewer than half of employees are clear on whether they are doing a good job, Leadership IQ founder Mark Murphy wrote on Forbes.com.

Via David Hain
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