Tag Archives: workforce

Why Are Transformations So Hard to Manage?

Why Are Transformations So Hard to Manage?

GUEST POST from Drs. Dean Anderson and Linda Ackerman Anderson

Knowing which type of change your organization is undergoing is critical to your success. Three types exist, and each requires different change strategies, plans and degrees of employee engagement. A very common reason for failure in transformational change is leaders inadvertently using approaches that do not fit the type of change they are leading. Is this happening in your organization?

The three types of change occurring in organizations today are:

  1. Developmental
  2. Transitional
  3. Transformational

Traditional project management and change management effectively support developmental and transitional change, but they are woefully insufficient for transformational change. You will need to understand the type of change you are in to know whether typical project or change management approaches can work for you.

Developmental Change

Developmental change is the simplest type of change: it improves what you are currently doing rather than creates something new. Improving existing skills, processes, methods, performance standards, or conditions can all be developmental changes. Specific examples include increasing sales or quality, interpersonal communication training, simple work process improvements, team development, and problem-solving efforts.

Transitional Change

Transitional change replaces “what is” with something completely new. This requires designing and implementing a “new state.” The organization simultaneously must dismantle and emotionally let go of the old way of operating while the new state is being put into place. This “transitional” phase can be project managed and effectively supported with traditional change management tools. Examples include reorganizations, simple mergers or acquisitions, creation of new products or services that replace old ones, and IT implementations that do not radically impact people’s work or require a significant shift in culture or behavior to be effective.

Two variables define transitional change: (1) you can determine your destination in detail before you begin, and can, therefore, “manage” your transition, and (2) people are largely impacted only at the levels of skills and actions, not the more personal levels of mindset, behavior and culture.

Transformational Change

Transformation, however, is far more challenging for two distinct reasons. First, the future state is unknown when you begin, and is determined through trial and error as new information is gathered. This makes it impossible to “manage” transformation with pre-determined, time-bound and linear project plans. You can have an over-arching change strategy, but the actual change process literally must “emerge” as you go. This means that your executives, managers and frontline workers alike must operate in the unknown—that scary, unpredictable place where stress skyrockets and emotions run high.

Second, the future state is so radically different than the current state that the people and culture must change to implement it successfully. New mindsets and behaviors are required. In fact, often leaders and workers must shift their worldviews to even invent the required new future, let alone operate it effectively.

Without these “inner” shifts of mindset and culture, the “external” implementation of new structures, systems, processes or technology do not produce their intended ROI. For example, many large IT implementations fail because they require a mindset and culture change that does not occur, i.e., the new systems require people to share information across strongly held boundaries or put the needs of the enterprise over their own turf agendas. Without these radical changes in attitude and behavior, people do not use the technology as designed and the change fails to deliver its ROI.

Implications for the Workforce

Because transformation impacts people so personally, you must get them involved in it to garner their support; and the earlier in the process of formulating your transformation strategy the better! Employee resistance is always in direct proportion to the degree to which people are kept in the dark and out of the change process. Here are some options for employee engagement.

Get staff engaged in building your case for change and determining the vision for the new state. Consider using large group meeting technologies, which can involve hundreds of people simultaneously in short periods of time.

Consider putting a wider representation of people on your change leadership team. Provide mindset, behavior, and change skill development to all employees. Use employee groups to identify your customers’ requirements for your transformation, and to benchmark what “best-in-class” organizations are doing in your industry. Ask employee groups to input to enterprise-wide changes that impact them, and give them the authority to design the local changes for improving their work (they know it best.) Then before implementation, get them involved in doing an impact analysis of your design to ensure that it is feasible and won’t overwhelm your organization beyond what it can handle.

When you engage your employees in these ways before implementation, you minimize resistance. Use such strategies to support your change efforts, especially if they are transformational.

Image credit: Pixabay

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The Role of AI in Transforming Employee Productivity

Empowering the Workforce of Tomorrow

The Role of AI in Transforming Employee Productivity

GUEST POST from Chateau G Pato

Artificial Intelligence (AI) has become a prominent catalyst in reshaping the way businesses operate and function. Beyond its potential to revolutionize various industries, AI holds great potential in enhancing employee productivity and satisfaction. This article delves into how innovative AI technologies are transforming the workplace environment, utilizing two compelling case studies to illustrate its significant role in empowering the workforce of tomorrow.

Case Study 1: Streamlining Administrative Tasks with Intelligent Automation

The financial sector has traditionally been overwhelmed by tedious administrative work that impedes employee productivity. However, by leveraging AI-driven automation tools, organizations can significantly reduce time-consuming manual tasks and foster a more efficient work environment.

Company XYZ, a multinational bank, implemented an AI-powered chatbot named “FinAssistant” to streamline their customer service operations. This virtual assistant effectively handles simple customer inquiries, such as account balance checks, transaction history requests, and basic transaction processing. Consequently, employees previously engaged in these repetitive tasks were freed up to handle more complex and strategic customer issues. As a result, employee productivity soared by 40%, allowing them to concentrate on value-added services, customer relationship management, and generating innovative solutions for clients.

By delegating mundane administrative tasks to AI, organizations empower their employees to focus on high-value activities that require critical thinking and creativity. This not only boosts individual productivity but also enhances job satisfaction and employee engagement.

Case Study 2: Enhancing Decision-Making with AI Analytics

Making informed decisions is crucial for organizations striving to maintain a competitive edge. AI-powered analytics tools can unlock hidden insights within vast amounts of data, enabling employees to make smarter and more data-driven decisions.

Company ABC, a leading e-commerce retailer, utilized AI analytics to optimize its supply chain management. By integrating inventory data, customer behavior patterns, and external market trends, AI algorithms provided real-time recommendations and accurate demand forecasting. This data-driven approach enabled employees to make proactive decisions, such as adjusting inventory levels based on predicted demand and optimizing delivery routes. Consequently, Company ABC experienced a significant reduction in stock-outs and improved delivery efficiency, increasing employee productivity by 25% in the supply chain division alone.

By leveraging AI analytics, organizations empower their employees with valuable insights, enabling them to make faster and more accurate decisions. This not only enhances productivity but also cultivates a culture of innovation and continuous improvement.


The integration of AI technologies in the workplace has proven to be a game-changer in transforming employee productivity. Through the automation of administrative tasks and the provision of actionable insights, AI empowers employees to focus on higher-value activities, leading to increased efficiency, job satisfaction, and innovation.

As AI continues to advance, organizations must not only embrace these transformative technologies but also invest in training and up-skilling employees to adapt to the changing landscape. By aligning AI with human capabilities, businesses can unlock the true potential of their workforce and create a future where AI is an enabler rather than a replacement. Together, humans and AI will shape a productive and thriving workforce of tomorrow.

SPECIAL BONUS: The very best change planners use a visual, collaborative approach to create their deliverables. A methodology and tools like those in Change Planning Toolkit™ can empower anyone to become great change planners themselves.

Image credit: Unsplash

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Preparing for the AI-Driven Workforce

Steps to Boost Workplace Productivity

Preparing for the AI-Driven Workforce

GUEST POST from Chateau G Pato

As artificial intelligence continues to revolutionize the way we work, it is essential for businesses to adapt and prepare for an AI-driven workforce. With the right strategies in place, companies can harness the power of AI to boost productivity, create efficiencies, and drive innovation. In this article, we will explore the steps that businesses can take to prepare for the AI-driven workforce and ultimately enhance workplace productivity.

Step 1: Invest in AI Training and Education
One of the most critical steps in preparing for an AI-driven workforce is to invest in training and education for employees. By providing comprehensive training programs on AI technologies and tools, employees can develop the skills necessary to work alongside AI systems effectively. This will not only help employees feel more confident in their roles but also increase overall productivity within the organization.

Case Study 1: Amazon

Amazon, a global e-commerce giant, is a prime example of a company that has successfully integrated AI into its workforce. Through its Amazon Robotics program, the company has automated numerous tasks in its fulfillment centers, allowing employees to focus on more complex and strategic roles. By providing training programs on how to work alongside AI-powered robots, Amazon has been able to boost workplace productivity and efficiency.

Step 2: Foster a Culture of Innovation and Collaboration
Another key step in preparing for the AI-driven workforce is to foster a culture of innovation and collaboration within the organization. By promoting an environment that encourages experimentation and the sharing of ideas, businesses can unlock the full potential of AI technologies and drive greater productivity. By encouraging employees to collaborate with AI systems and explore new ways of working, businesses can stay ahead of the curve in today’s rapidly changing digital landscape.

Case Study 2: Google

Google, a leading technology company, is known for its innovative approach to AI-driven workforce development. Through its AI research lab, DeepMind, Google has been able to develop cutting-edge AI technologies that enhance workplace productivity. By fostering a culture of collaboration between human employees and AI systems, Google has been able to revolutionize the way work is done within the organization, leading to increased productivity and efficiency.


Preparing for the AI-driven workforce is essential for businesses looking to stay competitive in today’s digital age. By investing in AI training and education, fostering a culture of innovation and collaboration, and learning from successful case studies such as Amazon and Google, businesses can effectively boost workplace productivity and drive success in the AI-driven future. Are you ready to embrace the future of work with AI?

Bottom line: The Change Planning Toolkit™ is grounded in extensive research and proven methodologies, providing users with a reliable and evidence-based approach to change management. The toolkit offers a comprehensive set of tools and resources that guide users through each stage of the change planning process, enabling them to develop effective strategies and navigate potential obstacles with confidence.

Image credit: Pixabay

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