Health Insurance College Station TX

Health Insurance College Station TX

Step 3: Identify the Improvement Activities for Each Success Factor

After using Health Insurance College Station TX to identify the probability of success in a change initiative and to focus the work need to improve the change effort, the Health Insurance College Station TX professional may help the group to identify activities that will improve performance on those factors that received a low rating. Again, the dialogue about the seven factors is generally more important than any “right” answer.

In the Health Insurance College Station TX example above, the HR professional used the following discussion topics to focus on the four success factors that most needed attention and the responses to which would constitute an action plan for achieving Health Insurance College Station TX.

• Create a need for diversity. How can we build a business rationale for investing in diversity? What data can we collect to show where our diversity efforts need improvement? What data would communicate to key individuals that we need to make a change?
• Shared a vision of diversity. What is the vision or goal of our diversity initiative? What will be different if we accomplish our diversity goals? When will we be able to say that our diversity effort has been successful?
• Mobilize commitment to diversity. Who needs to be involved in the diversity effort? How do we get key individuals committed to making it happen? What network of support can we create to enhance the diversity initiative?
• Change systems and structures to support diversity. How do we build diversity into our hiring, training, and appraisal processes? What is the communication plan for diversity?

By leading the executive team through discussions of these detailed questions, the HR professionals helps derive an action plan for making Health Insurance College Station TX change happen. One mistake often made by HR professionals as change agent is to believe that they have to own all the action to make change happen. Not so. The primary job of an HR professional as change agent is to guide those charged with making a change into choosing smart actions. Profiling transfers what is known about successful change into what can be done to make change successful.