It is a well-known fact a large impediment to successful organizational change is that, for many people – who serve as the company’s body and soul – the reflexive desire is to maintain the status quo.
Whether it applies to their work environment or personal life, people differ greatly in their personal response to change. Individual attitudes towards change can be predicted by a range of personal attributes such as openness to change, change adaptability, and perseverance.
However, utilizing talent assessments has proven to be an effective strategy to help change how you manage organizational change.
A study by Bentz Whaley Flessner, an organization whose goal is to advance the world through charitable giving, closely examined how talent management and talent assessments play a critical role in driving change and, ultimately, help drive organizational effectiveness and success.
Measuring and evaluating your organization’s talent – and identifying talent gaps – will enable you to identify mission critical positions, improve employee engagement, and align business strategies with organizational priorities.
It is critical to name the specific talents and skills that you are looking for. Whether you utilize the Hogan Personality Inventory or a simpler tool – e.g., Discovery Learning’s Change Style IndicatorTM – your goal is to develop a talent management portfolio that maps to your talent acquisition, employee development and retention strategies, business objectives, and organizational effectiveness goals.
Addressing the challenges created by today’s turbulent economy requires making a variety of changes, from workforce reductions to, potentially, radical restructuring. If you follow a systematic talent assessment and change management process, you will prepare employees to respond effectively and realize significant benefits through your talent management initiatives.Filed under Talent Assessment, Uncategorized | Comments (2)