Change is required, and the change leader has the authority to implement the change

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PI Worldwide Offers 4 Tips To Navigate The Challenges Of Organizational Change

WELLESLEY, Mass., Sept. 2, 2014 /PRNewswire/ -- Research shows that 70% of all major change efforts in organizations fail because companies often neglect the most critical factor in the equation: people. Whether a company is undergoing mergers, acquisitions, executive leadership changes, or other transformative initiatives, managing change requires gaining measurable insight into both individual and teams. Organizations that leverage workforce analytics – such as employee behavioral and skill data – can dramatically increase the likelihood of achieving sustainable change and gaining a competitive advantage.

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To implement a successful change initiative, organizations must first understand their employees' motivating needs and tie these needs to behavior. Workforce analytics enable organizations to identify and quantify common workplace behaviors so that leaders can take actionable steps to coach and develop employees at the individual and group levels. 

PI Worldwide, a leader in science-driven insights that help optimize the performance and potential of individuals, teams, and organizations, has compiled the following tips for leading successful change management initiatives:

  • Build a Targeted Communication and Retention Strategy: Use data to develop your communication roadmap and align management's approach with individual styles and team needs to reduce the risk of turnover. This will allow you to better understand your people and what they need most and also address existing needs before moving forward.
  • Manage Culture Shift: Workforce analytics can help to evaluate behavior and skills gaps that present a barrier to the new reality.  Use assessments to identify each role's new behavioral requirement so you can determine whether different groups and teams are aligned and also to benchmark influencing skills for frontline leaders.
  • Prepare for the Future with Strategic Workforce Planning:  Use data to assess fits and gaps based on the existing workforce and to align internal goals with the changes happening in the industry and marketplace. This will result in a clearer understanding of existing talent development needs and enable the organization to attract and secure future hires.
  • Address and Resolve Conflicts Early On:  To defuse conflicts which often arise from misalignment and misunderstanding, managers can leverage behavioral data to make difficult conversations more objective. This approach can help mollify challenging situations by providing a manager with insight into what motivates the individual and teams. Ongoing coaching and communication informed by data will help sustain the change and prevent future conflict.

For more information about navigating workforce change and expert tips from PI Worldwide, please contact:

Karen Pantinas
Davies Murphy Group, Inc.
[email protected]

About PI Worldwide
Trusted advisors to a global client base, PI Worldwide and the 400 experienced consultants at our 45 member firms change the way clients find the right people, develop leaders at all levels, and achieve growth goals. Founded in 1955, PI Worldwide pioneered a new approach, based on the Predictive Index® assessment, for optimizing the performance and potential of individuals, teams and organizations. The company offers a unique combination of behavior and skill assessments based on a proven methodology incorporating data, technology, knowledge, and business expertise. More than 8,000 clients drive dramatically better business results by leveraging our data-driven solutions in 142 countries. Learn more at

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SOURCE PI Worldwide

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