Does Organizational Change Have to Be Hard

Does Organizational Change Have to Be Hard Does Organizational Change Have to Be Hard There are numerous well-known methodologies for change management. They are mainly based in logic, and historically theyve worked to effect change.However, the way we communicate as individuals and organizations has completely shifted in response to technology, and methods to enact change have advanced accordingly.Continuous crowdsourcing platforms allow organizations to reimagine and realign their visions of success. Giving everyone a voice allows us to effectively lead change. We are more enabled than ever before to not just listen, but to respond.Lets face it If leaders ask for employee feedback but never respond to it, they might as well not ask at all. Ignoring feedback causes irritation and distrust, and it ultimately sends the message that you dont care about what your employees have to say.Progressive leaders understand they dont have all the answers. They surround themselves with diverse groups of talent, and they listen to and respond to their employees insights in order to drive their organizations forward. Conversations about change arent limited to insider groups. In a listening culture, everyone is invited to participate, and their shared purpose allows the group to thrive.In an era of constant digital disruption, its vital to remain agile and responsive, but also human. People are every organizations most important resource, and their insights are a valuable advantage.Feedback platforms function best when leaders can enact the following steps for change consistently and continuously1. Ignite ConversationIdentify areas within your organization that could benefit from change. Perhaps youve noted something that exists within a small subset of the workforce or a larger systemic trend. Pick one area youd like to optimize and ask a question that will empower you with unique insights you dont alreadyhave.2. RespondOnce youve received feedback, respond to let everyone know youve heard the key points your people have identified. Pay attention not only to the common trends within the answers you receive, but also to the outlying comments that will shed light on less common viewpoints.3. Follow ThroughTransformation does not happen all at once. Small and incremental change will be noticed and appreciated. The more you share your vision for the future of the organization, the stronger the sense of collective buy-in will be. This connection boosts productivity, increases retention, and creates a positive and motivated workforce.4. AcknowledgeAfter action has been taken, reach out once again to acknowledge the key areas that have been changed and the future actions being put in place. Reaffirm your commitment to continuous feedbackand continuous change.Disruption does not need to be an obstacle to organizational progress. In fact, acknowledging and embracing our evolving communication landscape helps us to create agile organizations that thrive in the face of disruption.A version of this article originally appeared on theWaggl blog.Wagglis the most human way for organizations to crowdsource feedback.

What to Do When Someone Else Got the Job You Want - The Muse

What to Do When Someone Else Got the Job You Want - The MuseWhat to Do When Someone Else Got the Job You Want Theres no doubt that being passed up for a job you wanted is a terrible thing. But even worse than that? Meeting the partie who got the position you were gunning for.Maybe you spot him at a networking event, or you work in an industry small enough to know all the important names. She might have even been a colleague youve worked with for years.If and when you find yourself in this awkward situation, it can be tempting to drop everything and flee. After all, your wounds are still fresh, and the last thing youd rationally want to do is be cordial to the person who stole your dream job right out from under you. Thankfully, Muse columnist Jaclyn Westlake and Muse career coach Lauren Laitin have sound advice for this exact problem. Instead of trying for a Bond-style escape route every time you bump into this person, you can handle it professionally. First off, you should know that the job search process is a grueling one for everyone, so that sour taste in your mouth is natural. Before you do anything, remember its OK if encountering the new hire feels personal to you. Missing out on something you really wanted sucks, and youre allowed to feel sad about that.Youre not going to convince anyone that youre doing just fine if you havent taken an honest moment to grieve, explains Westlake. Losing out on a new opportunity or promotion can shake your confidence and make it even harder to face the person who edged you out.So after you give yourself adequate space, jump start the healing process by reminding yourself what made you capable and skilled in the first place. Whatever resolve convinced you that you were qualified enough to go after that position- thats what you should bring yourself back to. Westlake recommends you start by making a list of your greatest strengths and most meaningful accomplishments. Then, if you find that youre second guessing yourself in your interactions, itll be helpful to have that list to refer back to.From there, you can lay the groundwork to genuinely get along with the person. If its about a new job, reach out to him or her. As in all things, taking the high road is your best bet, says Laitin. You never know when a new opportunity at that company might open up, and you might end up being colleagues after all. In this specific situation, a short emaille message will do the trick. You dont need to gush or be disingenuous, just keep it short and sweet, explains Westlake. It can be something as simple as, Hi name, I just heard the news- congrats on your new job This serves two purposes It breaks the ice and sets the tone for the first time you run into each other. The simple gesture wont only position you to be on friendlier terms with a potential contact, but itll also pave the way for opportunities down the road as well.But, maybe its not about a new position at a new company, but rather something between you and a colleague- a peer who just became an authority figure. If the situation is about a promotion that you didnt get but your co-worker did, as difficult as it sounds right now, do your best to be civil. Westlake says, Chances are, the person who got the job over you is feeling a bit awkward about the situation too, so taking a moment to let him or her know that there are no hard feelings should make everyone more comfortable.And, if youre willing to take that extra step, you can even ask if theres anything you can do as that person transitions into the new role. Better yet, let him know that you had some great ideas for this role and would love to collaborate once hes had a chance to settle in, shares Westlake. Ideally, youll be able to help him succeed (youre on the same team, after all), and youll gain valuable experience with the job you wanted. Seriously, what better info could you add to your resume?Regardless, being gracious and cordial is best, confirms Laitin. If you can s tomach the answers, you might even ask how its going- you never know what you could learn about the company you were so excited about.The common thread here is to try your best to learn from the experience. Being passed up for a job or a promotion can be an extremely difficult thing- and it takes real moxie to dive head first into solving what might have been your problem areas.You dont need to be BFFs tomorrow with the person who ended up with the job you wanted, but chances are, you have a lot in common with him or her. On top of a shared passion for and experience in the same industry, you also have similarities in terms of your ambition and ideal company fit. So, its not so much of a stretch that youd be able support one another and exchange notes- as equals rather than as competitors.Photo of two women talking courtesy of Caiaimage/Tom Merton/Getty Images.

Lease Accounting Trends in San Francisco

Lease Accounting Trends in San FranciscoLease Accounting Trends in San Francisco LEASE ACCOUNTING TRENDS IN SAN FRANCISCOHas your company begun the transition to the new lease accounting voreingestellt?San FranciscoU.S.Yes35%44%No65%56%Finance leaders who reported their company has begun the transition also were asked As part of that transition, have you begun the diagnostic work necessary to determine the level of effort which wil be required for you to be ready to adopt the new standard?San FranciscoU.S.Yes, already completed29%48%Yes, started but not completed71%51%No, havent started0%1%Have you completed the following?San FranciscoU.S.Identified team members and responsibilities for completing the transition to a new standard71%61%Made an inventory of, and prioritized, any systems changes which might be required57%51%Developed a project plan to address all gaps emanating from the diagnostic work36%49%Identified, at a high level, the magnitude and type of the lease inventory (e.g. , property, equipment)56%49%Written new accounting policies42%47%Written new accounting procedures42%43%Investigated any lease or property management systems which will facilitate adoption27%42%What is the most challenging aspect of the transition to the new standard?San FranciscoU.S.1. Finding professionals with the requisite expertise1. Training staff2. Managing change2. Diagnosing the needed changes3. Diagnosing the needed changes3. Finding professionals with the requisite expertiseFor your company, which new accounting standard has been mora challenging to adopt?San FranciscoU.S.Revenue recognition82%71%Lease accounting18%29%How much of the processes and learnings from transitioning to the new revenue recognition standard have you been able to apply to adopting the new lease accounting standard?San FranciscoU.S.Most of them38%29%Some of them48%54%Almost none of them14%17%Source Robert Half and Protiviti survey of more than 2,000 finance leaders in the United States, including 10 0 in San FranciscoTotal may not equal 100 percent due to rounding.