Human Resource

JWI 556: Leading Change by Putting People First Assignment 2: Change Initiatives in HR and Talent Development

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JWMI 556 – Assignment 2 Change Initiatives in HR and Talent Development Page 1 of 1

Allison Taylor – Team Activity Focus area for my HR change initiative is…

Focus More on Developing Leaders and Less on

Developing Managers

I selected this focus areas because… I chose this initiative because great leaders’ inspirer and grow their team by remaining engaged and leading from within. Managers often garner less respect as they typically provide directions from a removed position and are less engaged with their teams. It’s a shift in mindset that creates a powerful change in any organization. Making this shift would largely impact the organization for the better, as it stands to increase engagement, morale, and employee buy in. I think this is very doable with sufficient support from key stakeholders.

I shared this idea with the following groups HR, Labor, EHS – Senior Manager - Senior Director Level – Approx. 5 people in total. This group of people are experts in their field and are highly respected among their peers and the SLT.

Level of urgency in my team is Approximately a 6, while we all see the value and importance of making this shift, we all think it is best to move cautiously and make it a cultural change and one we promote and develop over time.

The people on my team who liked the idea said things such as… Let’s create a business justification deck for the SLT to get their support & evaluate how we can shift our approach.

The People on my team who were neutral on the idea said things such as… Isn’t that what we already do?

The people on my team who disliked the idea said things such as… Becoming a leader is an internal motivator, the training may not be able to shift their mindset.

How would implementing this change set us apart from our competitors and give us an advantage in the market? Implementing this change will set us apart because we will be raising a generation of leaders who will likely have loyalty to us because of our continued investment and them feeling valued. They will also take ownership in the processes and the organization, which will enhance morale, productivity, and efficiencies.

What economic or other forces in our market necessitate, support or impede this change? Retaining top talent is challenging for any organization, so developing loyalty and a team of leaders who are invested in the company that is also invested in them, is a strong way to increase retention, add value, and save money on hiring/onboarding costs that are associated with high turnover rates.