The Missing Link
Posted by : Bob LivingstonDuring my years in corporations I had the dual role of human resources and training/development. As a result, I was able to discover how critical the link is between organizational change and training. Early on, I noticed that when a major initiative began, the initial push to support it was impressive. Meetings were held to introduce the program. Managers were given the responsibility to implement and support the program. And non-management employees were expected to get excited about it.
Three to six months later the enthusiasm was wavering,or even gone. the program was ultimately a failure and the company move on to the next stage. Why? The people who had to think and act on it daily didn't understand its importance. This is where training can supply the missing link.
Conduct a half-day or a full-day course that allows people to understand how the program fits into the overall structure and how they are a part of the program. Activities should be directed at allowing them to explore how they can help implement, improve, and maintain the program. Define their role so that they have a responsibility to make it work. Programs that succeed are the ones that become a part of the organization's story. So, there is one more piece to the puzzle. Management has to reinforce the learning. If they want the program to work they have to constantly reinforce the importance of the program. Also, they must reinforce the importance of their employees' role in the procees. This is what makes an initiative in organixational development work.
http://blog.narrativelearning.com//_ping.cfm?blogID=315
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