High-performing teams are critical to business success in the era of hybrid work. Unfortunately, they are exceedingly rare. Only 11% of organizations have teams whose members understand their roles and trust each other to operate within team norms and objectives, according to Brandon Hall Group research.
This generation of employees needs a reason not to look for greener pastures. They are used to continuous change and evolution. Seeking new experiences comes naturally. Therefore, organizations must provide reasons why the grass is not greener elsewhere. One way to do that is to show employees they can have a bright future right where they are. Here are six high-level strategies to do that.
Digital coaching is growing because so many companies are undergoing transformation on many levels, including their business models, leadership, competencies and culture. Such massive transformation can attract resistance. CoachHub believes digital coaching is the most scalable — yet personalized and contextualized — way to support and sustain this transformation. Its company leaders are committed to investing in all aspects of the business to optimize coaching and help organizations thrive.
About three-quarters of employers are deploying a strategic plan for diversity, equity and inclusion (DE&I) or are developing one, according to Brandon Hall Group’s study, Building a Culture that Embraces…
Change is not a single thing. Every change an organization makes, from improving employees’ work experience to reimagining recruitment, career development and performance management and everything in between, is different and requires nuanced leadership and management. As organizations determine their future-of-work priorities, the scope of change that leaders will have to manage can be overwhelming.
The evolution of work requires a more personalized, continuous approach to performance that focuses on developing employees for future roles and meeting the evolving needs of the organization. But in most companies, manager-employee check-in meetings focus on current performance rather than development.
Leadership development is a continuous journey. Organizations can offer leaders formal training but that only serves as a foundation. Leaders also need time for self-reflection and self-development, which most feel they lack. They also may require assistance on how to reflect upon their values, skills, relationships and development needs.
Action learning can be done as part of a learning initiative where a coach
or facilitator asks a group of learners to develop a project that will help the business solve a problem while putting the learning from their program to practical use. Or the business can assign critical business projects to a Learning group or function or a cross-functional team that then must collaborate to forge the solution.
Employers must encourage, and employees must embrace, making curiosity a part of the daily routine.
This webinar provides you with powerful tools and insights you need to drive successful change. Christina will share lessons from the change efforts she leads and reveal a new program that increases speed-to-adoption.