#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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#HR Understanding Change in a Quality Culture

#HR Understanding Change in a Quality Culture | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
In any improvement process, managing the influence of change and the anti-change culture will be one of the most difficult tasks.
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#HR Why change programmes fail in their tracks

#HR Why change programmes fail in their tracks | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

The figure of 80% failure rate that’s often quoted when anyone talks about change programmes is probably mythical. But it certainly feels accurate.

Changing systems and processes, structure, even a new business strategy, isn’t terribly difficult. It’s the people aspect that’s tough.

Getting people to adopt the new systems and processes, overcoming their resistance to a new structure, getting them to do things differently as a result...that’s the difficult thing.

The change programme is supposed to help them with that. But it doesn’t.

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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...