In this blog posting, we've partnered with Wendy Kuhn to examine how health and wellness impact the organizational adoption of changes.
Are you ever bewildered by how challenging it can be to implement changes in your organization? Are you seeking to achieve buy in and support for your initiatives and day-to-day operational changes? Several methodologies exist providing guidance for obtaining employee buy in and support, but they overlook a crucial element – your employees need to feel supported. They need to feel that the company and their leadership care about them and their wellbeing. Consider how a health and wellness program can assist. A health and wellness component incorporated into an organizational adoption methodology can increase the pace and acceptance of change in the organization.
Consider the following questions:
If the answer to any of these question is no, then it is time to evaluate the effectiveness of how your organization manages changes and, in fact, embeds the change into the organizational DNA. Successful implementation of change affects customer satisfaction, employee engagement, organizational success, and ultimately, the bottom line.
Often, a lack of success in projects, plans, and health and wellness initiatives is caused by a failure to effectively plan for the change, a failure to effectively manage the team, and/or failure to manage the implementation. Effective organizational change management involves employees in the process; clearly defines expected outcomes and behaviors; and results in a motivated leadership team with a workforce moving purposefully towards common goals. Failed changes manifest in many different forms with the commonality that they negatively impact the bottom line.
An effective organizational adoption strategy that incorporates health and wellness as a keystone will demonstrate positive impetus towards successful implementation of changes regardless of whether you are implementing a small software upgrade or restructuring the entire organization.
We have found that when the organizational change includes direct benefits to employees, they are more likely to embrace it; when employees feel better, they are absent less, more productive, and more effective; and when employees are involved and they see their impact on an element of an organizational change, they feel empowered to positively impact the corporation’s bottom line. Organizational change and health and wellness can be linked to increase the likelihood of success
Are you in the midst of change? It is 2015, so it is unlikely that any viable company is not. Try the following to see the impact of incremental steps towards effective change adoption:
Learn More! Join my colleague Wendy Kuhn and I for an informative webinar “Embrace Organizational Adoption Techniques and Improve Your Bottom Line: How Health and Wellness Directly Link to Improved Results”.
Register for this groundbreaking webinar on March 4, 2015 at 2:00 pm EST or March 5, 2015 at 1:00 pm EST.
About the Authors
Pam Erskine has over 15 years of leadership experience with a focus on IT and service transformation through clear vision and strategy, process improvement, and purposeful steps to address cultural adoption. Pam is the author of “ITIL and Organizational Change” which covers best practice in gaining acceptance of changes in the workplace and gives practical advice on applying organizational change models to a Service Management initiative.
Wendy Kuhn is a strategic planning and implementation consultant with extensive experience helping government, business, and non-profit organizations achieve their vision. I have more than twenty years of experience in management and IT consulting, facilitation, program management, business relationship management, business process redesign and IT Service Management development. I am also a Certified Health Coach and HeartMath™ Mentor. Visit breakthroughconsultingllc.com for more information.
"ITSM Adoption: Building a Plan for Organizational Acceptance" - a 2 Day Workshop focused on enabling leaders to be successful with managing change in IT. For more information, contact us at email@example.com or by calling 520-591-2427.