Health Insurance in College Station TX

Health Insurance in College Station TX

Step 4: See the Seven Key Factors as an Iterative Process, Not an Event

On any given initiative, the seven key factors for Health Insurance in College Station TX do not need attention at one stage only. As Sears, for example, began work on transforming its culture, they profiled themselves on the seven factors and identified work that needed to be done. As they proceeded with the transformation, they realized that the work necessary for Health Insurance in College Station TX was evolving. For example, the dominant leadership agenda early on was to identify the change sponsor or champion. Over time, leadership remained critical, but making everyone own leadership responsibility for the transformation became more important than having a single sponsor champion. Also, in shaping a need and creating a vision, the challenge over time became to enlist and engage the sales associates in the transformation of Health Insurance in College Station TX.

HR professionals who act as change agents recognize that periodically revisiting the seven factors for change keeps the change agenda more forward.

Summary: Initiative/Process: Building Capacity for Change

As organizations make plans, they create Health Insurance in College Station TX initiatives for improvement. HR professionals can be change agents when they rigorously and systematically apply a change process to business initiatives and processes. Following the four steps described above should result in a higher proportion of initiatives that not only happen, but happen faster and more successfully.

CULTURE CHANGE: CHANGING MINDSET

Initiatives for change often evolve quickly from identifying and trying to implement new programs, practices, or processes to more fundamental, or transformational, change. Transformational change differs from change initiatives in that it deals with the fundamental identity, values, and culture of a firm. Known variously as renewal, reinvention, transformation, or reengineering, such fundamental alterations produce what Robert Quinn calls “Health Insurance in College Station TX,” that is, change in which deeply held values, beliefs, and assumptions are challenged and modified. In the examples that introduce this chapter, General Electric and Sears were engaged in transformational change. While they worked to change many company practices, the cumulative effect of these changes led to a fundamentally new culture or corporate identity.