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Giving Teams Access to a New System for Executing Change When 90% of People Prefer Not to Change

Topic:
Giving Teams Access to a New System for Executing Change When 90% of People Prefer Not to Change
Date:
November 27, 2012 at 1:00 - 2:00 PM ET
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Description
The strategic objective of HR is to align people with strategy and to create value from Human Capital. But people can be both the brake and the accelerator of value creation in firms. For changes small and big to succeed, people need to make needed adjustments - but how can strategic HR leaders support their organization to optimize change efforts if most people prefer the status quo, passively or actively resisting making needed adjustments?

The reliance of organizations on old change models stands in the way of effectively managing change. 70% of mergers and acquisitions lose shareholder value. 68% of IT projects fail. Most training fades within 6 weeks. Research repeatedly and consistently shows, the number one factor for success or failure is people. HR leaders and managers need a new, science-based system to manage change with more predictable, consistent results.

Participants in this webinar will gain access to a new tested solution for executing change, introducing a new way to engage resistance and overcome it. This new scientific system makes it possible for strategic HR leaders to directly influence the success of strategic initiatives. It is a positive, empowering and highly accurate brain science-based system that can get people to make changes in a way that benefits them, their team and the business as a whole.

The new system is based on a blend of the power of new science with tested change management expertise. This webinar will touch on how this system was implemented in a myriad of organizations ranging from Fortune 500s to medium sized companies in a large variety of industries, military units, nonprofits, and government agencies in the US and around the world. It includes concrete and proven examples of how leaders can get teams to make needed changes so they can navigate through the common and not so common challenges their companies face, offering participants a cutting edge solution for executing change, and introduces a bold, new way to engage and overcome resistance.

This webinar is based on studies and data through the Key Change Institute, which integrates organizational psychology, coherent management practices and neuroscience. The system is especially geared to leaders of major organizations who are challenged to navigate ever -increasing regional and global change, and who recognize that their workforce teams are becoming more and more critical to the success of their businesses.

This new system is endorsed by change experts, neuroscientists and senior executives and is based on the book: The Art and Science of Changing People who don’t Want to Change. Marshall Goldsmith, the Thinkers50 Leadership Award Winner – for the World’s Most Influential Leadership Thinker and the author of 31 books who pens the book’s forward, says “It is one of those rare books that you’ll want to take to heart, read it, study it, and share it with your team. The more time you invest in this process, the greater the return for your team and your organization.”

Who Should Participate
  • Leaders of major organizations who recognize that their workforce teams are becoming more and more critical to the success of their businesses
  • Leaders who want to have greater influence on strategic initiatives in their organization
  • Leaders who are meeting with resistance which is blocking their organization from optimizing individual, team, and organization wide productivity
Extra Learning Material

All Registered HR.com members are also eligible for:

  1. A copy of the slides presented in this presentation. These are available before and after the presentation.
  2. A Real Media file of the presentation. This file can be downloaded to your iPod or MP3 player after the presentation.
  3. Access to more than 400 podcasts with HR Gurus and Industry Leaders (downloadable files available 24 hours after the live broadcast) as well as access to our blogs, polls, surveys, 25,000+ article library, Business Book Reviews and so much more!
Recommended Resources
  • Organizational Change: Three Keys for Lasting Success (considered for publication in Chief Executive Magazine)
  • Brain Science Applications to Change Efforts in Organization (considered for publication in Employee Relations Today, a Wiley publication)
  • Chapter 9 from The Art And Science of Changing People Who Don’t Want To Change: A New Solution
Categories
Compensation
Human Resources Management
Leadership
Organizational Development
Performance Management
High Performing Teams
Strategic HR
Organizational Diagnosis
Mergers and Acquisitions
Employee Satisfaction/Engagement
Diversity
Decision Making
Creativity and Innovation
Skills/Competencies
Communication Programs
Change Management
Career and Succession Planning
HR Leadership
HR As Consultant
The HR Practitioner
Developing Organizational Leadership Capabilities
What You Will Learn
  • Why old change models have been getting in the way of effectively managing change.
  • A step-by-step five-stage system that will build the necessary abilities in your workforce to meet current and future organizational and individual needs.
  • How to become a stronger mentor and strategic HR partner using a new way to engage resistance and overcome it.
Sponsored by
Key Change Institute
Key Change Institute
Key Change Institute is a national organization that provides groundbreaking performance improvement and business execution consulting services rooted in brain science and experience-based learning.
Presented by
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Reut Schwartz-Hebron
Key Change Institute

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Who is Eligible

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Click the button to access this webcast. Archives, MP3 and PowerPoint slides

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Participants in the live webcast will need access to a computer connected to the Internet. HR.com highly recommends you test your computer in advance of the webcasts.

Once you register for the webcasts, full login instructions will be sent to you 24 and 2 hours prior to going live. You must run the system test to ensure you can access the session.

Documents

Feedback
Name Comment Rating
Image of Jacques Gaumond Jacques Gaumond
Université de Montréal
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Lisa Perez Lisa Perez
HBL Resources, Inc.
4 / 5
Very Good Presentation
Image of Jan Miyamoto Jan Miyamoto
County of Kauai
4 / 5
Very Good Presentation
Image of Kristine Janocsko Kristine Janocsko
Universal Stainless & Alloy Products, Inc.
4 / 5
Very Good Presentation
Image of Dawn Bacigalupi Dawn Bacigalupi
The John Stewart Company
3 / 5
Good Presentation
Image of Jim Vetter Jim Vetter
Hays Companies
4 / 5
Very Good Presentation
Image of Jean Magee Jean Magee
Pinellas County Human Resources Dept
5 / 5
Excellent Presentation
Image of Amanda Barcon Amanda Barcon
University
3 / 5
Good Presentation
Image of Jeremy Minikel, SPHR Jeremy Minikel, SPHR
United Federal Credit Union
4 / 5
Very Good Presentation
Image of Alanna Fung Alanna Fung
KPMG International
3 / 5
Good Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
3 / 5
Good Presentation
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Linda Krieg Linda Krieg
Western Montana Mental Health Center
5 / 5
Excellent Presentation
Image of Kathleen Bradley Kathleen Bradley
ManpowerGroup Inc.
4 / 5
Very Good Presentation
Image of Anjanette Pederson Anjanette Pederson
Eastbay Footlocker Com
3 / 5
Good Presentation
Image of Michael Calderone Michael Calderone
Cunningham Lindsey US Inc
3 / 5
Good Presentation
Image of Mary Barnett Mary Barnett
Calais Regional Hospital
4 / 5
Very Good Presentation
Image of Julie Schroeder Julie Schroeder
First Midwest Bank
4 / 5
Very Good Presentation
Image of Sharon Trencher Sharon Trencher
First Data Corporation
3 / 5
Good Presentation
Image of Zulma Hernandez Zulma Hernandez
ARAMARK Refreshment Services
5 / 5
Excellent Presentation
Image of Marilyn Goodwin Marilyn Goodwin
Heb Grocery Company
4 / 5
Very Good Presentation
Image of Christina Soares Christina Soares
Casey Securities, LLC
4 / 5
Very Good Presentation
Image of forrest flinn forrest flinn
Powersports Management Concepts
5 / 5
Excellent Presentation
Image of David Israel David Israel
ADP, Inc.
5 / 5
Excellent Presentation
Image of Kathy Maurer Kathy Maurer
Iasis Molecular Sciences
5 / 5
Excellent Presentation
Image of Michelle Porter Michelle Porter
International Code Council
A bit of a disorganized presentation; time-management skills were lacking - left the presentation at 6 minutes past the hour and much of the presentation had been skipped 3 / 5
Good Presentation
Excellent presentation. The information was presented in a format that I could understand and use. 5 / 5
Excellent Presentation
Image of Candy Vande Ven Candy Vande Ven
Sashco, Inc
Good information provided; however it started significantly later than what was scheduled...not good. Is there an archived version that is being made available? If so how do we get access to it. Will a document be sent for our HRCI credit? 4 / 5
Very Good Presentation
Image of Michael Taylor Michael Taylor
Metro Government Of Nashville
Good presentation! 4 / 5
Very Good Presentation
great job... very interesting topic. 4 / 5
Very Good Presentation
I would love the extra material you spoke of during the webinar. 5 / 5
Excellent Presentation
It would be helpful to have some key points on slides - maybe after all the exchange through chat. I was taking a lot of notes and I know I missed things. 4 / 5
Very Good Presentation
It would have helped if for each case study there wasa very brief discussion of a technique used to drive the change as more of a teaser to buy the book where I guess the really detailed information is. The case studies kind of jumped from problem statement to result. 4 / 5
Very Good Presentation
Image of Dee Jung Dee Jung
Empire Today, LLC
One of the best prenseters I have heard in the several years I ahave been attending the HR.com webinars. 5 / 5
Excellent Presentation
Image of Shannon Twining Shannon Twining
Marriott International Inc.
Presentation was hard to follow and confusing. 2 / 5
Poor Presentation
Image of Barb Gaudet Barb Gaudet
CGA Alberta
Technical difficulties were frustrating hardly any practical examples/case studies/information on how to implement change too much information on the brain science behind what she's presenting on. The title is a new system - but was not presented in a user friendly/practical manner. 2 / 5
Poor Presentation
Image of Maria Anderson Maria Anderson
Pasco-Hernando Community College
Thank you for your sharing your knowledge. 4 / 5
Very Good Presentation
Image of Helene Bard Helene Bard
CaseWare IDEA Inc.
Thank you so much for a great presentation. Could I have more information on methodologies and a copy of the presentation. I would also be interested in purchasing your book. 4 / 5
Very Good Presentation
Image of Carrie Hille Carrie Hille
Uptown Dining Group
Would have liked to hear more specifics as to HOW the changes were made. What did the managers do to encourage the Nike executive's changes in behavior? 3 / 5
Good Presentation
Image of Gwen Olson Gwen Olson
Conwed Global Netting Solutions
would like to purchase the book and get more in-depth information as offered 4 / 5
Very Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

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