Does your organization fail at change? Learn how a community-owned hospital successfully launched a new learning and management system (LMS). This case-study-based session examines how one organization, highly resistant to change due to several failed initiatives and poorly executed software implementations, embraced a new learning and performance management system. You'll learn how using a five-step change management model produced a radical 76% employee participation rate within the first month of launch. You will also learn how to use a five-step change model based on the acronym HABIT and adapt it to your needs. The HABIT model is designed to involve the leaders and employees’ months before the proposed change. The five essential steps to the model are as follows:
Human Connections: Building relationships and trust among leaders and employees. Empowering them with an owner's mindset to get them engaged from the beginning of the process.
Ability: Confirming before any change is implemented that the employees can perform the change. Do they have the skills, knowledge, and motivation to change?
Benefit: Otherwise known as ‘What Is in It for Me?’ How will the change benefit the leaders, employees, and even the customers, and more importantly, why should they care?
Instituting Change: Appoint and train change agents within the organization. Change agents should be a mixture of leaders and employees, including some of the harshest critics of the change.
Transparency: Communicating with leaders and employees on a designated day each week. It is essential to be upfront about challenges as well as successes.
- Identify the number one reason organizational change initiatives fail.
- Identify how to overcome the harshest critics by empowering them to be the change agents within your organization.
- Explain and demonstrate how the HABIT five-step change management model can be leveraged for successful organizational change initiatives.