Integrating Change Management In HR Policies

The pace of change in today’s job market is unprecedented. AI, automation, and evolving business models are transforming the way we work, as well as the skills we need to thrive. The question isn’t whether your workforce will need to adapt but when. A recent Harvard Business Review, ‘Management Tip of the Day’ suggests four key steps to future-proof your workforce: 🔹 Use scenario-driven planning to map different paths your business could take, then develop leaders who could succeed in each. 🔹 Tie development experiences directly to succession goals. Identify gaps, offer stretch roles, and pair rising talent with mentors and coaching that target upcoming transitions. 🔹 Make succession planning a business priority. Treat it like any critical strategy, with clear accountability, timelines, and measurable outcomes. 🔹 Expect leaders to develop future leaders. Building talent for tomorrow should be part of every leader’s mandate At Capgemini, we’re committed to developing the next generation of leaders at every level. Through initiatives like our Leadership, Gen AI and Industry campuses, mentoring programs, and peer-to-peer learning opportunities, we aim to future-proof our workforce, close leadership gaps, and drive lasting growth and agility.   What steps are you taking to future-proof your team or workforce?

𝐀𝐦𝐞𝐫𝐢𝐜𝐚'𝐬 𝐀𝐈 𝐀𝐜𝐭𝐢𝐨𝐧 𝐏𝐥𝐚𝐧 released today, outlines this Administration's bold strategy for America to secure global dominance in #AI and unleash a new era of economic opportunity for American Workers. I applaud President Trump’s leadership in delivering a worker-centered AI strategy and emphasizing the instrumental role that the U.S. Department of Labor will play in advancing it. The U.S. Department of Labor believes AI represents a new frontier of opportunity for workers, but to realize its full promise, we must equip Americans with AI skills, build talent pipelines for AI infrastructure, and develop the agility in our workforce system to evolve alongside advances in AI. The “𝐄𝐦𝐩𝐨𝐰𝐞𝐫 𝐀𝐦𝐞𝐫𝐢𝐜𝐚𝐧 𝐖𝐨𝐫𝐤𝐞𝐫𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐀𝐠𝐞 𝐨𝐟 𝐀𝐈” section of the AI Action Plan includes actions for #DOL to work with relevant federal agencies to: 🟢 Prioritize AI skills development as a core objective of education and workforce funding streams, including career and technical education, apprenticeships, and other federally supported skills initiatives. 🟢 Establish the AI Workforce Research Hub to lead a sustained federal effort to evaluate AI’s impact on the labor market and the American worker, including recurring analysis, scenario planning, and actionable insights for workforce and education policy. 🟢 Study AI’s impact on the labor market through BLS data collection efforts and provide the AI Workforce Research Hub with analysis to support tracking of AI adoption, job creation, displacement, and wage effects. 🟢 Fund rapid retraining for individuals impacted by AI-related job displacement, as well as issue guidance clarifying how funds can be used to proactively upskill workers at risk of future displacement. 🟢 Pilot new approaches to meet workforce challenges created by AI, which may include areas such as rapid retraining models to respond to labor market shifts and new models to support pathways into entry level roles.   The "𝐓𝐫𝐚𝐢𝐧 𝐚 𝐒𝐤𝐢𝐥𝐥𝐞𝐝 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐟𝐨𝐫 𝐀𝐈 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞" section of the AI Action Plan includes actions for #DOL to work with relevant federal agencies to: 🟢 Create a national initiative identifying high-priority occupations critical to AI infrastructure. 🟢 Partner with state and local governments and workforce system stakeholders to support the creation of industry-driven training programs for priority AI infrastructure occupations. 🟢 Partner with education and workforce system stakeholders to expand early career exposure programs and pre-apprenticeship opportunities for middle and high school students in AI infrastructure occupations. 🟢 Expand Registered Apprenticeships for occupations critical to AI infrastructure.   I look forward to leading DOL's efforts, ushering in a new wave of opportunity for American Workers. Congratulations Michael Kratsios David O. Sacks Lynne Parker White House Office of Science and Technology Policy

Organizational change largely requires PEOPLE to change therefore it is inherently personal. This is why we need organizational leaders who DEEPLY understand people and their thoughts and feelings about change. Leaders who genuinely engage with and DEEPLY understand people are better able to address the challenges faced in organizational change efforts. They are better able to address those concerns effectively whether that is providing additional information, offering reassurance, or involving people in the change process to reduce anxiety. AND leaders who demonstrate that they understand and care about their employees’ perspectives and well-being are better able to build trust and make people more willing to follow their lead. So how do leaders avoid superficial approaches and develop this ability to DEEPLY understand people? Well, it takes effort in a few different ways: 1️⃣ Listen Actively Make a conscious effort to listen to your employees’ concerns, ideas, and feedback. Hold regular one-on-one meetings, town halls, and feedback sessions. 2️⃣ Develop Emotional Intelligence Recognize and validate your own emotions as well as the emotions of others in relation to change. 3️⃣ Communicate Openly and Frequently Establish and maintain open lines of communication through various channels like email, intranets, social platforms, and face-to-face interactions. 4️⃣ Gather Real Data Regularly conduct surveys, polls, and suggestion boxes to gather honest feedback and gauge employee sentiment about changes. 5️⃣ Co-create Solutions To Problems At team level, organize focus groups and workshops to discuss upcoming changes, gather insights, and co-create solutions with employees. At individual level, provide regular supportive developmental coaching. 6️⃣ Observe to Understand Spend time observing and shadowing people in their daily tasks to gain a first-hand understanding of their work environment and challenges. Think Gemba Walks, not Micromanagement. 7️⃣ Develop People Create personalized development plans that align with both the organization’s goals and individual needs. Regularly review and update these plans in 1:1 coaching check-ins. And in terms of what NOT to do (Because that's just as important). ❌ Do not ignore feedback. ❌ Do not communicate inconsistently ❌ Do not overlook individual concerns What tips would you add here to help leaders to DEEPLY understand people? Leave your comments below 🙏 #changeleadership #changemanagement #leadership #leadershipskills #lean #improvement

Organizational transformation doesn’t start with strategy. It starts with people. I’ve seen companies spend months perfecting roadmaps, frameworks, and blueprints. Yet, nothing changes. That's because authentic change doesn’t happen on paper. It happens when people begin to think, act, and show up differently, together. When you stop saying, “This is how we’ve always done it,” and start asking, “What’s the best way to do it now?” Transformation is messy and uncomfortable. It means letting go of old habits, outdated systems, and even egos. If you don’t carry your people along, you’ll drag them. If you don’t build trust, you’ll face resistance. If you don’t show up consistently as a leader, the transformation ends with the memo. True transformation is not a project, but a culture shift. It happens in daily choices, small wins, hard conversations, and consistency. And it doesn’t start at the top. It starts wherever one person chooses to do something better. Hence, if you’re leading change, lead it with people at the center. When your people grow, your organization transforms.

In Feb 2024, a mid-sized company was on the brink of collapse. Employee morale was at an all-time low, turnover rates were climbing, and competition was leaving them in the dust. The leadership team was overwhelmed, unsure how to navigate the storm. That’s when our team stepped in. We knew the organization had untapped potential—it just needed a strategy rooted in the 5 Pillars of Organizational Development (OD) to unlock it. Here’s how we partnered with them to create a transformation: 1. Leadership Development: We began by identifying gaps in leadership skills. Through tailored training programs, we turned managers into inspiring leaders capable of guiding their teams with clarity and purpose. The shift was immediate—teams felt motivated and aligned with a shared vision. 2. Culture Alignment: The company’s values were disconnected from its day-to-day operations. We conducted workshops to redefine their mission and integrate these values into every aspect of the organization. Employees now felt a renewed sense of purpose and belonging. 3. Workforce Development: Recognizing the need for upskilling, we rolled out a series of training programs to enhance technical skills and soft skills. Employees were equipped to take on new challenges, and their confidence soared. 4. Change Management: Resistance to change was a major roadblock. We implemented a structured change management plan that included transparent communication, training, and leadership support. This helped employees navigate transitions with ease and resilience. 5. Performance Management: We introduced clear performance metrics and a feedback-driven culture. Employees received regular coaching, and successes were celebrated. This approach created accountability and fostered a sense of achievement across the board. Within months, the organization saw a complete turnaround. Productivity increased, employee engagement hit record highs, and they reclaimed their position as a leader in their industry. Organizational Development isn’t just about fixing what’s broken—it’s about building a sustainable framework for growth and success. What challenges does your organization face? Let’s talk about how we can help you transform your workplace! #OrganizationalDevelopment #LeadershipTransformation #CultureAlignment #WorkforceDevelopment #ChangeManagement #PerformanceExcellence #BusinessTurnaround

📈 Singapore’s Labour Market Update : Q1 2025 – A Tipping Point for Careers and Skills 🚀 🇸🇬 According to the Ministry of Manpower's Q1 2025 Labour Market Report, employment growth slowed to just +2,400 jobs (from +7,700 in Q4 2024), while overall unemployment edged up from 1.9% to 2.0%—resident rate from 2.8% to 2.9%, and citizen rate to 3.1%. 💭 So what this potentially mean? ➡️ Jobs outlook is cautious—but stable While hiring sentiment dipped in sectors like Professional Services, Manufacturing, and Info & Communications, vacancies actually rose to 81,100—signaling resilience amid uncertainty. ➡️ Employers are adopting a “slow to hire, slow to fire” stance Retrenchments and work-short week instances slipped, and the resident re‑employment rate within six months even improved from ~58% to ~60%. ➡️ The labour market remains non‑recessionary but shows signs of softening All indicators—unemployment, vacancies, retrenchment—remain within healthy bounds. However, deceleration is evident and signals that adaptation is now crucial. 💭 So, what do jobseekers, employers, and HR leaders need to do? ✅ Invest in upskilling & reskilling Now more than ever, continuous learning is essential. SkillsFuture SG’s Career Transition Programmes and Workforce Development Grant are key pillars to help individuals and firms stay ahead. 💼 Align skills to growth sectors Jobs in health & social services and financial services are still growing. Focus on adjacent or emerging areas like AI, cybersecurity, and digital transformation. 📌 Leverage national support platforms SkillsFuture Jobseeker Support offers up to S$6,000 for those involuntarily unemployed. Workforce Singapore's CareersFinder and National Trades Union Congress (NTUC)'s e2i offer career coaching and job-matching tools. 🤝 Employers: redesign roles, not just cut Use Productivity Solutions Grant (PSG-JR), Career Conversion Programmes, and SkillsFuture SG Enterprise Credit to run workforce transformation programmes—upskilling teams instead of downsizing. 🎯 The bottom line is simple - Slowdowns can either stagnate or spark innovation. The slight rise in unemployment and dip in hiring isn’t a crisis—but a clear signal : the future of work waits for no one. 🤝 Employers and job seekers should focus on accelerating career resilience by: ➡️ Identifying high-demand skills (think digital, problem-solving, communication) ➡️ Tapping into SkillsFuture-led and WSG-backed training pathways ➡️ Embracing lifelong learning to align with evolving economic shifts Let’s stay agile, future-ready, and proactive. One thing is for sure, the jobs of tomorrow are being shaped today. #Upskilling #SkillsFuture #LabourMarket #FutureOfWork #TalentStrategy

It is an honour to have the impact of my research recognised in the 2024 Business Research awards at Durham University Business School 😀 My recent focus has been on the limitations to prescriptive linear approaches that do not reflect the complexity and multiplicity of most transformation initiatives. In contrast to a linear approach, through empirical research I have developed a Business Transformation Framework for a people-centric approach to change. The framework is built on the key concepts outlined in my latest book on 'People-Centric Organizational Change' and as an iterative cycle it is appropriate for ensuring agility and adaptability, since each element of the framework constantly informs the orientation of previous and subsequent phases. The framework is supported with eight key principles which comprise: Build Engagement; Foster Collaboration; Encourage Dialogue; Promote reflection and Inquiry; Stimulate Innovation; Enhance Wellbeing; Develop Managers; and Build Transformation Capabilities. There are several factors which need to be considered when applying the framework and the supporting principles in practice including the following. - Foster a culture that embraces people-centric change This takes time and the message needs to be constantly reiterated in person by leaders and managers role modelling the behaviours that they want their workforce to demonstrate by adopting a ‘do as I do’ way of behaving and working. - Implement training and development practices Training and development practices can help to change behavioural elements of the culture. To ensure new behaviours stick training and development interventions need to be followed-up with ongoing support and coaching. It is also important to recognize when the new behaviours are being enacted and provide subsequent positive feedback to individuals. Observing people doing things right and rewarding their positive behaviours is important. - Adapt the Business Transformation Framework to local contexts and provide opportunities for applying it and learning from the application Ensure that people at all levels have the opportunity to become familiar with using and adapting the Business Transformation Framework, as appropriate, with the support from managers as well as development interventions such as training and coaching.   Kogan Page HR Insights Emma Dodworth CIPD #Peoplecentricchange #peopleandchange #businesstransformations #leadingchange #researchimpact

BEYOND MODERATION - THE HIDDEN POWER OF FACILITATION Facilitators matter more than most people realize. In every workshop, sprint, and strategic conversation, they quietly turn talk into traction—designing flow, building psychological safety, and steering diverse voices toward a shared outcome. Because great facilitation feels effortless, its impact is often underrated. Yet when stakes are high and complexity rises, a skilled facilitator is the multiplier that transforms ideas into decisions and momentum into results. 🎯 DESIGNER - Great facilitation starts with intentional design. Map the flow of the workshop or discussion with crystal-clear outcomes. When you know where you’re headed, you can confidently animate the session, guide transitions, and keep everyone aligned. ⚡ ENERGIZER - Read the room and manage energy in real time. Build trust and comfort with timely breaks, quick icebreakers, and inclusive prompts. When energy dips, reset; when momentum rises, harness it. Your presence sets the tone for participation. 🎻 CONDUCTOR - Facilitation is orchestration. Ensure everyone knows what to do, how to contribute, and where to focus. Guard against tangents, surface the core questions, and gently steer the group back to the intended outcome. ⏱️ TIMEKEEPER - Time is the constraint that sharpens thinking. Listen actively, paraphrase to clarify, and interrupt with care. Adapt on the fly in agile environments so discussions stay effective, efficient, and outcome-driven. ✨ CATALYST - Your energy is contagious . Show up positive, grounded, and healthy. If you bring light, the room brightens; if you bring clouds, the mood follows. Protect your mindset—it’s a strategic asset. 💡TIPS to be a great facilitator: Be positive and confident; Prepare deeply, then stay flexible; Design clear outcomes and guardrails; Listen actively and paraphrase often; Invite quieter voices and balance dominant ones; Use pauses, breaks, and icebreakers wisely; Keep discussions outcome-focused; Manage time with compassion and firmness; Read the room and adapt; Practice, practice, then practice again. 💪 #Facilitation #HR #Leadership #Workshops #EmployeeEngagement #Agile #Communication #SoftSkills #MeetingDesign #PeopleOps #Moderator #TeamDynamics #PsychologicalSafety #DecisionMaking

Unlocking HR’s Strategic Potential: In the ever-evolving business landscape, HR’s role is shifting from operational support to a strategic driver of competitive advantage. Wayne Brockbank’s seminal article, “If HR Were Really Strategically Proactive: Present and Future Directions in HR’s Contribution to Competitive Advantage,” sheds light on this transformation. Key Insights: Strategic Value: HR can add significant strategic value by aligning its practices with business goals and market demands. Proactive HR: Moving from a reactive to a proactive approach, HR can foster cultures of innovation, facilitate successful mergers and acquisitions, and adapt internal processes to market changes. Empirical Evidence: Studies show that firms with proactive HR practices see substantial improvements in market value and overall performance. As HR professionals, it’s crucial to embrace these strategies to drive business success and stay ahead in the competitive landscape. Let’s harness the power of proactive HR to unlock new levels of organizational excellence!

As you might notice, the Ministry of National Development Planning/Bappenas Republic of Indonesia) has officially launched the Green Workforce Development Roadmap during the 2025 Indonesia’s Green Jobs Conference (IGJC), as a strategic step toward realizing the Vision of Golden Indonesia 2045. Developed with support from the German, Australian governments and Prospera | Australia Indonesia Partnership for Economic Development, the roadmap serves as a national reference for formulating integrated and inclusive human capital regulations, programs, and investments. It highlights eight priority sectors that hold significant potential to generate quality green jobs and support the transition to a low-carbon economy. By 2025, Indonesia is expected to have 4 million green workers, rising to 5.3 million by 2029. Up to 72 million jobs could potentially become green. The roadmap puts people at the heart of the green transition, highlighting the need for new skills, technology, and supportive policies. The government hopes that in the future, jobs will be valued not just by income, but also by their impact on sustainability, encouraging the question: “How green is your job?” The roadmap outlines three core strategies: (1) developing a green workforce ecosystem, (2) improving workforce readiness for the green labor market, and (3) strengthening the active role of industry associations and the business sector (DUDIKA) in creating green jobs. The implementation is structured into four phases: laying the foundation (2025–2029), national and sectoral acceleration (2030–2034), global expansion (2035–2039), and sustaining the green workforce through innovation and regulatory reform (2040–2045). Detail: https://lnkd.in/gephvzD9