“Understand that commitment to a major change is always expensive, and that you either pay for achieving it or pay for not having it.” — Daryl Conner

I’ve spent a majority of my corporate life leading large-scale organization transformation projects and I’ve always been impressed by how many resources are allocated to these projects. Noteworthy teams of people come together to own project streams, manage change management and communication plans, have weekly planning and status meetings, and allocate big dollar amounts to a roll-out plan that typically involves multiple phases over a 12-18 month period.

When it comes to technology implementations, we find it completely normal to dedicate the time and effort required to run these projects at large scale with dedicated resources. But it’s a shame that when it comes to our workforce — our people — organizations seem to be missing the boat in managing it with the same level of commitment.

Companies need to understand that the ‘people up-leveling’ aspect of the business requires the same energy as an org transformation project. When we transform technology, we go nuts giving it attention and resources.

So why not recognize the people aspect of development in the same way and allocate the same resources for a higher chance of success?

In an era of fast-paced digital transformation, the workforce needs to be transformed too.

When the people side is ignored, the consequences could be dire. Employees could feel surprised or unprepared for the change, they could resist, and they could be slow to adopt the change. This painfully leads to failed project results, lost profits, and unhappy employees.

However, when the people side is nurtured, companies can flourish. Employees could feel supported and prepared for change, they could embrace changes, and they could be more engaged. This delightfully leads to the ability to meet overall transformation project objectives, increased profits, and happy employees.

If you’re ready to commit to successfully transforming your workforce, then invest in it like an org transformation project.

Curious as to how Experiential Insight could help you transform your workforce into the future? Then find out why “Workforce 2.0 Requires Fluidity” is critical to your ongoing success.

Nishika de Rosairo | CEO and Founder | HumanQ

Contact Nishika: nishika@humanq.com

Contact HumanQ: info@humanq.com

Website: humanq.com