HR is Where Change Goes to Die!

The days of treating change management as unnecessary or a luxury are thankfully in the past. Most organizations now accept effective change management as essential to maintain business relevancy, achieve enterprise-wide transformation, and realize value.

‍However, many organizations are stifling their own change management teams. If your change management team is nestled under the HR Department, it’s probably not working for the following reasons.

• Stifled and Underfunded: Change management teams within HR are often underfunded and lack the resources to make a real difference.
• Misaligned Focus: These teams tend to focus too heavily on HR’s priorities rather than the priorities of the business as a whole.
• Lack of Strategic Integration: HR is often distanced from the internal drivers of business strategy; even if the team is dedicated to real change, they’re likely too far from the entities directly responsible for strategic transformations to be successful.

Change management teams should instead be formed within transformation offices, under the leadership of the COO, or within the strategy or operational teams directly responsible for achieving transformative change.

Find out how to make transformational change real in your organization.

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