Managing Resistance to Change
A major change from traditional training programs to eLearning and new genre of learning proposed by Bob generated a lot of resistance and reservations among the management. The management strongly felt that this new-fangled e-learning would be a nonstarter for the organization. A section of the Board didn’t want employees to take [...]
Archive for the ‘Managing resistance to change’ Category
From R&D to L&D (3)
Posted in Managing resistance to change on April 30, 2008 | 1 Comment »
Achieving L&D Efficiency in One Year
Posted in Aligning to corporate strategies, Delivering for business results, Developing quality content, Managing resistance to change, Measuring bottom-line impact, Optimizing costs & resources on April 10, 2008 | Leave a Comment »
The Head of Human Resources of a leading ISP company asked me not so long ago what could be the least possible time in which his organization could transition into a “lean, mean, and hard” L&D machine. I thought for a moment and said, “One year, at best.” Of course, as a consultant, I cannot [...]
From R&D to L&D (1)
Posted in Aligning to corporate strategies, Delivering for business results, Developing quality content, General, Managing resistance to change, Measuring bottom-line impact, Optimizing costs & resources, tagged Business Challenge, Failing Marketing strategies, HR concerns, People Differentiation on April 9, 2008 | Leave a Comment »
The Business Case
It’s the end of the first quarter, and the conference room of Acme Corporation was buzzing with activity with “Channel Partners Meet”. Channel partners were generally displeased with the products and services of the company. They were unable to sustain competitive advantages through product differentiators. Though the company kept innovating to offer world-class [...]
