Practical Tips for Using the Power of Reinforcement for Transformational Business Changes
By definition, transformational change is large, complex, and requires significant changes to people, processes, and technology. Applying the power of reinforcement is an integral part of successful transformational change. Why? Because without behavior change, there is no adoption, and no real Return on Investment. And there is no behavior change without a change in reinforcements. Remember that the strength of the new reinforcement must be powerful enough to motivate people to move from the present state to the future state. So the connection between reinforcement and financial Return is clear. But how do you tactically identify what new reinforcements to apply, and when do you apply them?
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Driving Employee Engagement: Moving from Strategic Intent to Implementation
Engagement is the Goal, AIM is the Process
Much has been written about the value of building employee engagement as a means of improving business success. Many organizations are now investing in an annual survey to measure engagement. While engagement is certainly a lofty goal designed to increase employee motivation and retention, it remains only a goal unless there is a process that can be applied for actually implementing engagement across the enterprise. Like any other strategy, implementing an engagement strategy requires more than communication; it must be built on a platform of involvement and rewards that is designed from and aligned with the Frame of Reference of the employees themselves.
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