In my previous post (Messier, 2022), I referred to a change initiative involving the implementation of a hybrid work environment.\u00a0 Prior to the implementation of a future of work environment, the organization had to consider a transition plan that would include various factors such as core days, intentional presence during these core days, onsite\/online collaboration, etc.\u00a0 The goals were communicated from the leadership team on how to develop a work experience in which the business can still deliver on their strategic goals such as continue to develop talent, nurture a connected culture, and enable individual flexibility.\u00a0 These goals were the basis of the project plan, specifically the in-person expectations framework which included description of in-person expectation, core days and leadership expectations.\u00a0 A SWOT analysis was conducted to understand potential threats and challenges as well as an employee survey to uncover any potential barriers.\u00a0 From my own experience with change initiative, especially when restructuring a work environment, the planning should consider what may backfire and how to address potential issues through a system thinking methodology similarly to the one from Senge et al. (1994).\u00a0 Change like moving to a hybrid workforce will have some backfiring from employees who have been accustomed to a level of flexibility from remote work and are now expecting flexibility at work permanently from their employer. \u00a0I deal with this challenge regularly with employees who are resigning because they do not want to go back to an office full time.\u00a0 \u00a0An additional barrier with a hybrid environment is the implementation of synchronous collaboration practices for onsite and virtual attendees.\u00a0 As part of the project plan, it is important to have a communication plan that will establish efficient team communication during these interactive meetings (Watt, 2014)\u00a0such as guiding principles for purposeful connections.\u00a0 Another barrier is the impact on the organizational culture.\u00a0 As part of a project management plan, identifying stakeholders, organizational communication preference, and how things are communicated (i.e., emails, social media, forum) will alleviate some of the challenges.\u00a0 In my practice, I have used the SWOT analysis, leadership assessment, organizational assessment, stakeholder impact assessment, employee readiness assessment, and storytelling amongst other change management tools and resources.\u00a0 As a leader, I have leveraged for many years the WHAT and HOW from Senge et al. (1994) to communicate what the change is and how it will be implemented.\u00a0 It has been an effective approach for many change projects I have participated in my role of Human Resources & Communication leader.<\/p>\n
References:<\/strong><\/p>\n Messier, S. (2022, February 20). External Scan.\u00a0Stephanie\u2019s Blog: A MALAT Student<\/em>.\u00a0https:\/\/malat-webspace.royalroads.ca\/rru0225\/assignment-1-external-scan\/<\/p>\n Senge, P. M., Kleiner, A., Roberts, C., Ross, R. B., Smith, B. J. (1994). The Fifth Discipline Fieldbook<\/em>. Doubleday.<\/p>\n Watt, A. (2014).\u00a0Project Management<\/em>. Victoria, BC: BCcampus. https:\/\/opentextbc.ca\/projectmanagement\/<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" In my previous post (Messier, 2022), I referred to a change initiative involving the implementation of a hybrid work environment.\u00a0 Prior to the implementation of a future of work environment, the organization had to consider a transition plan that would… Continue Reading →<\/a><\/p>\n","protected":false},"author":219,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[8],"tags":[],"class_list":["post-454","post","type-post","status-publish","format-standard","hentry","category-lrnt525"],"_links":{"self":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/posts\/454","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/users\/219"}],"replies":[{"embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/comments?post=454"}],"version-history":[{"count":1,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/posts\/454\/revisions"}],"predecessor-version":[{"id":455,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/posts\/454\/revisions\/455"}],"wp:attachment":[{"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/media?parent=454"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/categories?post=454"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/malat-webspace.royalroads.ca\/rru0225\/wp-json\/wp\/v2\/tags?post=454"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}