Introducing a Complimentary Change Management E-Book: The Easy, Hard & Tough Work of Managing Change by Dr. Carol A. Beatty

Stephanie Noel, Queen's IRC Business Development ManagerWhen I first started as an MBA student, I attended the Managing Change MBA course taught by Dr. Carol A. Beatty at Queen’s. During that time Dr. Beatty’s research was focused on collecting data from organizations about successful and unsuccessful change management projects. When I was hired at Queen’s IRC, where Carol was the director at the time, we continued to gather and analyze data about change projects in organizations, in both public and private sectors. With each program, we would incorporate the data results into the Change Management course, updating it with the latest statistics.

This e-book deals with the easy, the hard and especially the tough work of change management. Carol addresses why change success rates have remained stubbornly low, which is no easy task. During my early days with Queen’s IRC, helping Carol with her research, everyone wanted to talk about successful changes, but no one wanted to talk about unsuccessful changes. Carol persisted, and through this research, was able to provide an explanation for the lack of change success which has been reported in literature for over 50 years. Change leaders and change teams are doing the easy and hard work, but avoiding the tough work of change. Carol identifies this tough work, and sets the reader up for success in their change initiatives. I am pleased to introduce Carol’s e-book, The Easy, Hard & Tough Work of Managing Change, which is a compilation of the best practices, frameworks, guidelines and checklists that she has developed. Over the years, Carol has trained hundreds of organizational leaders and managers, and delivered countless seminars on managing change. She has facilitated change initiatives in more than 25 organizations, and researched successful and unsuccessful change projects in hundreds of organizations. This e-book takes readers on a step by step journey through the change management process, taking complex concepts and making them as simple as possible. She illustrates the important points with case studies and examples. Carol’s practical approach, backed up by research, means that readers can immediately apply what they are learning to their organizations.

 The Easy, Hard & Tough Work of Managing Change by Dr. Carol A. Beatty The Easy, Hard & Tough Work of Managing Change includes an introduction and 9 chapters, many of which have been published individually by Queen’s IRC over the past couple years. We have collected all of the chapters into this e-book, and I am proud that we are able to offer a complimentary download to human resources, labour relations and organization development practitioners.

The contents of Carol’s e-book include:

  • Introduction
  • Chapter 1: The Who of Change
  • Chapter 2: The Why of Change
  • Chapter 3: The What of Change
  • Chapter 4: The How of Change
  • Chapter 5: A Closer Look at Resistance
  • Chapter 6: Communicating During the Change
  • Chapter 7: The Change Champion
  • Chapter 8: Summary and Conclusions
  • Chapter 9: Key Success Factors of Planned Change Projects

>> Download Free E-Book

Learn more about the Queen’s IRC Change Management program, which was originally designed by Dr. Carol A. Beatty and is based on her research.

 

Looking Back on Spring 2016…

Stephanie Noel, Queen's IRCAs we prepare to enjoy the summer with our family and friends, I would like to take a minute to thank all the people who attend our programs and the organizations who sponsor them. Congratulations to those who have earned their certificates.

This spring, we introduced our HR Metrics and Analytics program, which teaches you how to transform HR data into business insight. This program has filled a need in our community, and has also been very popular as a custom offering. We recently completed a Professional Development Awareness Survey, which revealed insights about what types of training people prefer, the most important factors for making a training decision, and which resources people rely on.

I am proud of the work we are doing at Queen’s IRC and I encourage you to take a few minutes to review the excellent papers and articles we have released this spring.

Article Recap

Queen's IRC Article Recap - Spring 2016

Queen’s IRC 2016 Professional Development Survey Results and Winners

Stephanie Noel, Queen's IRCWith over 950 responses to our Queen’s IRC Professional Development Awareness Survey, I am pleased to announce the winners of the $50 coffee cards, and share some of the results with you.

We received responses from across Canada, and a few outside Canada, with 53% from Ontario, and 18% from Alberta. The majority of our respondents (64%) are in the 40 to 59 age group.  About 22% of the respondents are unionized, and 41% identified HR as their primary role within their organization. Additionally, 50% of respondents indicated that they have attended a Queen’s IRC program.

The insights about professional development are very exciting – 85 % of respondents have attended some form of professional development training in the past two years, with in-class training topping the list. Conferences and trade shows also rank high in questions about how people stay current in their profession. We found that 81% of respondents have a budget at their organization allocated specifically for training, learning, and professional development. When selecting professional development programs, respondents indicated that the most important factor is reputation and quality of the program, followed by speaker qualifications.

The Canadian HR Reporter was cited as the most popular resource or publication that our respondents rely on for career-related purposes. Newspapers and provincial HR association publications are also popular with respondents, while 17% indicated that they do not rely on print publications/resources for career-related purposes. The majority of respondents (80%) use social networking sites for career-related purposes, with LinkedIn ranked as the most popular.

We asked which Queen’s IRC programs respondents were interested in taking in the next two years. The top five are:

Thank you to everyone who took the time to participate in this survey. Congratulations to the winners of the $50 gift card for either Tim Hortons or Starbucks:

  • Scott Burant of Dalmeny, SK
  • Gail Bannister-Clarke of Brampton, ON
  • Joey Brar of Surrey, BC
  • Cindy Riley of Fredericton, NB
  • Scott Shaw of Calgary, AB
  • Pam Parks of Oshawa, ON

Looking Back on 2015…

Stephanie NoelAs the year draws to a close, I would like to reflect on some of the highlights for Queen’s IRC. This year, we introduced an advanced change management course called Designing Change, which provides the tools and skills needed to map out and lead a transformational culture shift in an organization. We also ran a 2015 Workplace in Motion Summit which explored the changing world of work. Next year, we will be launching a program about HR Analytics and Metrics. (Watch for information coming soon.)

I would like to take a minute to thank all the sponsors, and the participants who attended programs this year. Congratulations to those who have earned their certificates in Advanced Human Resources, Organization Development Fundamentals, Labour Relations and Advanced Labour Relations.

On behalf of Queen’s IRC, I would like to thank you for your continued support of our programs and our practitioner-focused research. This year we released An Inquiry into the State of HR in Canada in 2013: Executive Summary. Next year, we will be conducting a survey to follow-up on our 2012 Inquiry into the State of Labour Relations in Canada. I am proud of the work we are doing at Queen’s IRC, and I encourage you to take a few minutes to review the excellent papers and articles we have released this fall.

Fall 2015 Article Recap

Article Recap

This year, we have released several papers by past Queen’s IRC Director, Dr. Carol Beatty. These papers are part of a book that Carol is writing on change management.

To view a list of articles from Spring 2015: Looking Back on Spring 2015…

Looking Back on Spring 2015…

Stephanie Noel, Queen's University IRCAfter a long winter and short spring, I’m sure we are all ready for some summer fun with our family and friends. I would like to take a minute to thank all the sponsors, and the participants who attended programs this spring. Congratulations to those who have earned their certificates in Advanced Human Resources, Organization Development Fundamentals, Labour Relations and Advanced Labour Relations.

In addition to our open enrollment and custom programs this spring, we also held a one-day Summit to explore the changing world of work, including the changing nature of work, what organizations will need to be successful in the future, and the differences in the millennial generation. The 2015 Workplace in Motion Summit had an impressive line-up of guest speakers and facilitators, with over 100 human resources, organizational development, and labour relations practitioners attending. It was a great day, and it was wonderful to see many old friends and meet new ones as well.

Spring 2015 Article Review

Article Recap

This spring, we have released a number of articles, including several papers by past Queen’s IRC Director, Dr. Carol Beatty. These papers are part of a book that Carol is writing on change management. Please take a few minutes to check out the following articles:

  • Workplace Bullying and Harassment: Costly Conduct – Deborah Hudson
  • Talking Trust in Trinidad: 34 Behaviours That Affect Levels of Trust in Business Environments – Paul Juniper
  • Is Transparency the Recipe for Innovation? – Bastiaan Heemsbergen
  • Is Your Compensation Strategy Actually Strategic? – Richard Long
  • Human Rights and Human Wrongs: Our Continuing Need to Teach – Elaine Newman
  • Exploring Senior Leadership in the Canadian Mental Health Association: An Interview with Clark MacFarlane, Executive Director, CMHA – Cochrane-Timiskaming Branch – Cathy Sheldrick
  • The Tough Work of Managing Change – Carol Beatty
  • The Who of Change – Carol Beatty
  • The Why of Change – Carol Beatty
  • Key Success Factors of Planned Change Projects – Carol Beatty
  • Coaching Skills: Post-Program Perspectives – Cathy Sheldrick
  • Are You Ready for the New World of Work? – Stephanie Noel
  • Future Innovative Organizations will Harness, Leverage and Connect Talent – Cathy Sheldrick
  • Human Resources in Motion with Diane Locke – Cathy Sheldrick
  • Organizational Development in Motion with Francoise Morissette – Cathy Sheldrick
  • Labour Relations and the Rise of the Millennial – Stephanie Noel
  • Old World vs. New World: Where Does Your Organization Live? – Brenda Barker Scott
  • 2015 Workplace in Motion Summit a Success – Stephanie Noel
  • Getting Ahead of the Shift: Summit Inspires Thoughtful Conversations About the Changing World of Work – Cathy Sheldrick

Financial Assistance for Training Available Through Canada Job Grant

Canada Job GrantNeed financial help to pay for Queen’s IRC training programs? The Canada Job Grant, administered by each province, covers two-thirds of the cost of approved training, with the employer paying one-third. It is available to businesses across Canada to provide employees with training to upgrade skills or develop new skills.

The Canada Job Grant:

  • Provides up to $10,000 in government support per person for training costs.
  • Requires employers to contribute one-third of the total costs.
  • Requires training to be delivered by an eligible, third-party trainer.
  • May be used to support training costs for tuition fees or fees charged by training providers.

How to Apply

Provinces and Territories are responsible for the design and delivery of the Canada Job Grant in their jurisdictions. Learn more about the Canada Job Grant in your province and how to apply:

Are Queen’s IRC programs eligible for the Canada Job Grant?

We have had several people approved for Queen’s IRC training programs through the Job Grant program.

We are happy to assist with any additional information that employers require for applications, and to accommodate any requests from the provincial Job Grant representatives to visit the classroom to ensure attendance, if required.

Please be aware that the rules and regulations may vary by province, and that some Queen’s IRC programs may not be eligible for the Job Grant program. (For example: The Canada-Alberta Job Grant requires training programs to have a minimum of 24 hours of training, meaning only our three, four and five-day programs would qualify.) Some provinces may require that training be completed in their province, and you may need to request special consideration to attend a program in another province, if you wish to have it approved for funding under the Job Grant program.

 

* The governments of Canada and Quebec have recognized that the Quebec training system already includes the key principles of the Canada Job Grant. Information on Labour Market programs in Quebec is available from the Ministry of Employment and Social Solidarity.

2015 Workplace in Motion Summit a Success

Summit Chair Brenda Barker ScottThe inaugural Workplace in Motion Summit was held last week in Toronto, with over 100 people in attendance. The one-day Summit brought together Human Resources, Organizational Development and Labour Relations professionals from across the country to learn about the future of work, and examine the trends creating the new world of work.

Summit Chair Brenda Barker Scott shared the characteristics of the new employee, the new work and the new workplace. Infographics contrasting the old world vs new world in terms of the new employee, the new work and the new workplace provided a basis for discussion amongst participants.

Millennials from Shopify, Free the Children and Me to We, shared how their companies have created innovative workplaces that are attractive to new workers; Hugh Ritchie from OpenText discussed how technology is changing the world of work.

The afternoon featured break-out sessions with OD Leader Francoise Morissette, HR Leader Diane Locke, and LR Leader Anne Grant. Guest speakers in these sessions were from TELUS, Samsung, the City of Edmonton, and CUPE. They shared stories about successful culture change, workplace innovation, and attracting and retaining talent in their organizations.

Summit proceedings and more information will follow in the coming months.

View Pictures from the Summit on Facebook

View Infographics from the Summit on Facebook

Labour Relations and the Rise of the Millennial

Get ahead of the shift with the 2015 Queen's IRC Workplace in Motion SummitYour union membership is getting younger.

It’s no secret that millennials are increasingly becoming a major demographic in the workforce. But the way they work, the tools they use and how they engage with others is completely different from earlier generations. Are you ready for them?

Anne Grant, an expert in labour relations and mediation, will be exploring the evolution of the workforce and the impact on union-management relations at the Queen’s IRC 2015 Workplace in Motion Summit on April 16 in Toronto. “Successful organizations and unions need to understand what millennials expect from management, labour relations and union representation,” she says. “They place great value on a collaborative culture and the ability to communicate freely. We need to change the way we think about union-management partnerships and how we engage millennials in those discussions.”

Along with the rise of the millennial, The Workplace in Motion Summit will examine key trends in workplace evolution – technology, globalization and the knowledge era, with key sessions that explore how these trends will affect the labour relations climate – for example:

Successful unions are using social media, big data and other tools to connect with members. What will the union meeting of the future look like?

In order to remain competitive, organizations need to work with their unions to develop strategic practices that stand up on the international stage. What needs to change in your workplace to enable that collaboration?

We need to understand and nurture talented teams, particularly as the pace of knowledge accelerates and work becomes more specialized. How will your labour relations strategies enable you to access and develop this talent?

Be part of the conversation
The Workplace in Motion Summit is a new way of strategizing for a changing world at work. You’ll have the opportunity to learn from successful organizations, brainstorm with colleagues and gain insights into the next generation and what they need to contribute to your success.

Get ahead of the shift – register today for this game-changing event.

Are You Ready for the New World of Work?

Get ahead of the shift with the 2015 Queen's IRC Workplace in Motion SummitWe have reached an important turning point in the world of work – a time when organizational success is no longer defined by economies of scale and efficiency, but by the ability to learn and innovate. Technology is transforming how we work and what we do. Global competition is the new normal. By 2020, millennials will make up half of our workforce. How do we prepare for this shift?

The 2015 Workplace in Motion Summit creates a space for discussing these issues and exploring new strategies and structures for a changing workplace. The day will include an exploration of key trends in technology, global competition, generational flux and the knowledge economy, along with valuable opportunities to network with colleagues. Discover what pioneering organizations are doing to connect and leverage talent, and learn what you and your organization can do to thrive in the future.

Summit Chair Brenda Barker Scott and Queen’s IRC Director Paul Juniper will lead group discussions, along with workshop facilitators Diane Locke, Françoise Morissette and Anne Grant, who will delve more deeply into human resources, organizational development and labour relations issues. “Our bold agenda for this first Workplace in Motion Summit is to create space for re-thinking, reflecting and re-imagining,” says Barker Scott. “We’ll be challenging individuals and teams to view their systems from new perspectives.”

The Summit is designed specifically for human resources, labour relations and organizational development professionals, as well as the leaders in their organizations. It’s ideal for organizations who want to bring colleagues from HR, LR and OD, as well as current and future leaders who will leave inspired to lead change together.

Queen’s IRC alumni save 35% off the regular price (with limited spaces available). Bring your team and save – groups of 2-4 people will save 25% and groups of 5 or more save 50%! Single attendees can register online. To take advantage of the Team discount or the Alumni discount, please call 1-888-858-6826 or email irc@queensu.ca.

Explore what the new world of work means for your career, your organization and your industry. Join Queen’s IRC at the Workplace in Motion 2015 Summit on April 16, 2015 at the Allstream Centre in Toronto.

 

 

Looking Back on 2014…

Stephanie NoelAs the year draws to a close, I would like to reflect on some of the highlights for Queen’s IRC. This fall we introduced two new programs based on feedback from our participants. Building Trust in the Workplace and Coaching Skills were both well received and we look forward to offering them again next year. In March 2015, we will launch a new advanced change management course called Designing Change, which will provide the tools and skills needed to map out and lead a transformational culture shift in an organization.

In addition to developing new programming this year, Queen’s IRC Director Paul Juniper spoke at a number of conferences and special events, including the Alberta Health Services HR Conference, the Queen’s University Alumni Leadership Summit, and the Consulting Engineers Association of Saskatchewan’s Conference.

This year has been an exciting and busy year at the IRC. We joined forces with the Faculty of Arts and Science at Queen’s, and are excited about this opportunity for collaboration. Our staff, facilitators and speakers travelled from coast to coast and internationally, teaching new skills and tools to HR, OD and LR practitioners. We extended our international presence by offering programs at the Cave Hill School of Business in Barbados and the Arthur Lok Jack Graduate School of Business in Trinidad. We also released the results of our Caribbean survey, An Inquiry into the State of HR in the Caribbean.

On behalf of Queen’s IRC, I would like to thank you for your continued support of our programs and our practitioner-focused research. I am looking forward to continuing to build the relationships with our supporters, participants, and their sponsoring organizations in 2015.

I am proud of the work we are doing at Queen’s IRC, and I encourage you to take a few minutes to review the excellent papers and articles we have released this year.

Stephanie Noel,

Queen’s IRC Business Development Manager

Articles published in 2014 - Year in Review

  • Strategic Grievance Management in Today’s Unionized Environment – Lori Aselstine
  • The Professionalization of Human Resources – Claude Balthazard
  • What does ‘professionalism’ mean for HR professionals? – Claude Balthazard
  • Developing Organizations: A Metaphorical View – Brenda Barker Scott
  • Designing for Collaboration – Brenda Barker Scott
  • Learning the Art of Painting the HR Landscape: What Aunt Sally and Others Can Teach HR Professionals About Communicating “Up” – Sandi Cardillo
  • The Government of Alberta’s Organizational Design Journey: The Ministry of Innovation and Advanced Education’s experience using the 4-D process – Marina Christopherson, Dianna Wilk and Judi Carmichael
  • The Case for Change at Humber College: The HRMS Innovation Project – Part 1 – Kathy Cowan Sahadath and Althea L. Gordon
  • Global HR Trends: Is HR Ready to Respond? – Alison Crozier
  • Improve Your Negotiation Outcome by Learning Something New: A Collective Bargaining Success Story – Jennifer Davis
  • The Head-Down Theory: How Unfairness Affects Employee Engagement – Blaine Donais
  • Recognizing Employee Engagement in the Workplace – Cavell Fraser
  • 5 Steps to Build Trust and Change the Culture in an Organization – Paul Juniper
  • An Inquiry into the State of HR in the Caribbean – Paul Juniper and Brendan Sweeney
  • The Coaching ‘Explosion’: Exploring the Growing Field of Coaching, and the Value it Brings to HR – Francoise Morissette
  • What’s Your Story? Helping The Next Generation Imagine Their Career Identities Through Narrative Career Coaching – Nick Nissley
  • The Future of Unions in Canada’s Private Sector: How Can Unions Overcome their PR Problem? – Stephanie Noel
  • Young Workers and the Union Movement in Canada – Stephanie Noel
  • Change Management 101: What Every Change Manager and Change Leader Needs to Know BEFORE Jumping into Implementation – Sharon Parker
  • Leadership Sustainability: A Framework to Sustain Culture Shifts – Beverley Patwell
  • The Way Forward in Employment Relations – Using Social Dialogue as a Means of Improving the Organizational Effectiveness of a Credit Union – Christa Sankarsingh
  • Inside HR at the Ontario Public Service: An Interview with Lori Aselstine, Director, Employee Relations and Strategic HR, Government of Ontario – Cathy Sheldrick
  • 4 Trends in Recruiting Top Talent: Approaches and Tools for HR Managers – Adam Smith
  • Recruiting Talent Using Applicant Tracking Systems – Lori Stewart
  • Managing People and Labour Relations in Municipal Government – Terry Wagar
  • The Need for Lean HR: Reinvent or RIP HR – Diane Wiesenthal
  • Enhancing Your Strategic Value as a Human Resources Professional: Playing to Win in HR- Kevin Yousie

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