As organizations roll out new technologies, processes, culture, and ways of doing business, one key factor for success is preparing their people for change. As a long time change management consultant, I have seen this done really well, sometimes only OK, and at times not very well at all.
In business today, the abilities to acquire, train, manage, and retain top talent are key sources of competitive advantage. But in every organization, opportunities requiring different skillsets arise and dissipate. How can businesses stay lean and agile, fully responding to important initiatives with the necessary resources, while being able to place projects of undetermined value on hold as markets and strategies shift?