The Next Generation of Change Management - Your Career Intel

The Next Generation of Change Management - Yur Career IntelChange is the only constant. This well-worn phrase is uttered daily as a sort of badge of honor in offices the world over. Businesses tend to like change. Or, perhaps mora to the point, many fear that not changing will lead to their demise. And when you layer growing business models with the advent of things like agile project management, the complexity and speed of change seems to be increasing at a rapid rate.But how do people respond to change? Thats another story, of course. So for decades, business leaders have followed established models for rolling out change and combating the natural resistance to change. unterstellung well-tested strategies go something like this Lead from the top down until change is adopted, cascade information to your frontline, identify your resisters and give them plenty of information until they, too, adopt the change.But while our businesses have been changing, the demographics of our employee s have evolved to include a much larger percentage of millennialsa group that (generally speaking) enjoys challenging the status quo to find their own way. So what happens when this younger generation meets the tried-and-true change models? Lately, my colleagues and I have been talking at length about the oncoming collision between the traditional organizational change and the culture shifts millennials are bringing to many organizations.The millennialeffectTheyre the most studied generation in history, and for the better part of a decade, weve collectively wondered what they want, how they work and how to attract them. And now that theyre the largest generation in the workforce, this younger generation has already started to shift cultures in ways we hadnt imagined.Weve adjusted our career ladders, our office hours, even our work from home policies to respond to the needs and interests of millenials. But as far as change is concerned, I think were just scratching the surface of wha t theyre looking for.Millennials are a far more democratic generation, one that seems to be ushering in a more humanized work environment. They are not satisfied with the simple top-down approach to change. They want more transparency. They want to feel truly heard and bought into change before it occurs.Democratizing changeSo how much does your change model need to bend to accommodate this culture shift? Change has, in some ways, always been skewed toward the will of the peopleeither they adopt a change or they dont. So its worth a serious look.Im not suggesting that you should democratize your strategy. Ultimately, choices that move your business forward should continue to be your north star. Retaining an engaged workforce, though, will always be an important part of amplifying your companys success, and as the war on talent ages on, were going to have to challenge our change model.A culture of change One of the best suggestions Ive heard regarding how to prepare for this new wave of change management is probably the guidance that points toward creating a culture that responds eagerly to change. Stoking a culture that is primed for change by championing transparency and two-way communication will go a long way.Thats easier said than done, of course, but this is a change that really does start at the top. The more leaders are willing to be vulnerable, humble and inclusive, the more likely they are to engender a culture that is receptive to new information and changes.Ive written before about the value of a People Operations team for a company, and I think in many ways, creating unifying, receptive cultures is the next big challenge for People teams. So how is your team responding to change management as your organizational culture shifts? Leave a comment below to let us know.

Real Talk My Husband Is Saying He Wont Take His Paternity Leave, And Im Livid

Real Talk My Husband Is Saying He Wont Take His Paternity Leave, And Im Livid Deciding who is going to take parental leave can be a sore spot for partners. Thats why one FGBer recently took to the Community to get help encouraging her husband to take advantage of his paternity leave.Paternity leave help she recently pleaded in the Community.My husband gets paid leave but doesnt want to take mora than a week off after our son is born, she continued. I am also lucky enough to get paid leave, but feel like I really need his help as we have no family in the area. How can I convince him that he needs to take the full three months hes offered?FGBers suggested discovering exactly why the father is not willing to take a full leave.Paid (and unpaid) paternity leave are relatively new concepts in the workplace. While more companies are beginning to offer paid leave to new dads, that doesnt necessarily mean more dads are willing to accept the offer.If youre struggling with communicating your ne eds directly, consider working with a couples counselor. A communication tune-up before you start co-parenting could be beneficial in any case, one poster advised.And we agree. It is important to discuss whether the father is attempting to avoid responsibility or if he is genuinely concerned with taking time off from work. Maybe no other man has actually taken advantage of the paternity leave at his company.Talk to him about taking one to two months as opposed to only one week or the full three months, one FGBer suggested.Another FGBer advised that systemic issues may be behind his reluctance to take leave.Unfortunately, you cant convince him. Have you asked him why he wont take more time, specifically? As in, list the reason(s)? If all hes got is I dont want to, there may be bigger issues. He may feel hell be treated differently (i.e. like a woman) at work if he takes time off. The Mommy track will derail his career, hell be passed over for promotion, etc. He may not want to be inv olved with a newborn, he may not know how to care for a newborn, he may be afraid of the baby. He may not know himself, but if he doesnt figure this out now, you may as well be a single parent, because he may not ever figure it out. He needs to identify and articulate his concerns well before the birth, so you can both make decisions about it.And we agree. Communication in co-parenting is essential. You should share the responsibility for your newborn and feel 100 percent supported by your partner.For all other family, career, love or financial advice, claim your profile on the Fairygodboss Community.