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How do you assess the learning needs of your staff in relation to organizational change?

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Organizational change can be challenging for any business, but especially for those that rely on the skills and knowledge of their staff. Whether it's a new strategy, a new technology, or a new market, you need to ensure that your staff are ready and able to adapt and perform. But how do you assess the learning needs of your staff in relation to organizational change? Here are some steps you can take to identify and address the gaps and opportunities in your staff development.

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1 Analyze the change

The first step is to understand the nature and scope of the change and how it will affect your staff. What are the goals and objectives of the change? What are the expected outcomes and benefits? What are the risks and challenges? How will the change impact the roles, responsibilities, and expectations of your staff? How will the change affect the culture and values of your organization? By answering these questions, you can define the learning objectives and outcomes that your staff need to achieve.

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John Beck

Employee Assessment Specialist at The Assessment Company?
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I will offer a completely different thought process for the direction of the AI-powered article. When you think about organizational change, it has nothing to do with skills and knowledge, as the introduction suggests. Instead, it has more to do with a person’s Occupational Fit to their new job role and the organization’s culture. The idea of putting the right person on the “new” bus is tired, worn out, and antiquated. Instead, we should determine what seat the person should be in on the bus. The only way to achieve this is through a quality, adaptive assessment. Many of you may not be familiar with “adaptive” assessments; if not, you must. Think of smart cars, smartphones, and smart TVs; we are in a new era of “smart” assessments.

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Andy Bergin

Virtual Executive Communication Coaching that makes a difference - around the corner and around the world.
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Stop calling people staff - they're not waiters - they're real humans with first names and talents and lives. If AI doesn't learn to speak like real people, why should we listen? IMHO, stop the consultant-speak.

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2 Assess the current state

The next step is to evaluate the current state of your staff's skills, knowledge, and attitudes in relation to the change. You can use various methods and tools to collect data and feedback from your staff, such as surveys, interviews, focus groups, observations, assessments, or performance reviews. You can also use existing data sources, such as customer feedback, quality indicators, or productivity metrics. The aim is to identify the strengths and weaknesses of your staff, as well as their readiness and motivation for learning.

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John Beck

Employee Assessment Specialist at The Assessment Company?
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What is organizational change? Organizational change refers to how a company or business alters a significant component of its organization, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes to be more efficient. The assumption is that leadership clearly understands what organizational changes will occur. With this assumption, I suggest implementing the Occupational DNA Process to assess the current state and simultaneously build the roadmap for the future.

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3 Identify the gaps and priorities

The third step is to compare the current state with the desired state and identify the gaps and priorities in your staff's learning needs. You can use a gap analysis framework to map out the differences between what your staff can do and what they need to do after the change. You can also use a priority matrix to rank the learning needs according to their urgency and importance. The result is a clear picture of what your staff need to learn, how much they need to learn, and when they need to learn it.

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John Beck

Employee Assessment Specialist at The Assessment Company?
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Step One- Identity Top Performers leaders feel they have what it takes to move the organization forward. Step Two- Assess those Top Performers extracting the Occupational DNA (ODNA) from the group. Step Three- Use the Top Performer ODNA and Job Analysis Surveys completed by leadership to build future job models. Step Four- Assess the entire workforce and match people to the job models they have the best opportunity to be successful.

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4 Design the learning solutions

The fourth step is to design the learning solutions that will address your staff's learning needs and support the change. You can use a variety of learning methods and formats, such as online courses, workshops, coaching, mentoring, or peer learning. You can also use a blended approach that combines different methods and formats to suit different learning styles and preferences. The key is to align the learning solutions with the learning objectives and outcomes, as well as the budget and timeline of the change.

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John Beck

Employee Assessment Specialist at The Assessment Company?
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So often, organizations spend enormous amounts of time and money training and developing the wrong person for the job. Once people are matched in the roles, they have the best opportunity to succeed; Adaptive Assessment can generate coaching reports to help identify focus areas. Now that job fit is identified and learning styles clarified, we can align and develop learning solutions that will be on point for the employee to maximize their potential.

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5 Implement the learning solutions

The fifth step is to implement the learning solutions and deliver them to your staff. You can use a learning management system (LMS) to manage and track the learning activities and progress of your staff. You can also use a communication plan to inform and engage your staff about the learning opportunities and expectations. The aim is to ensure that your staff have access to the learning resources and support they need to achieve the learning outcomes and embrace the change.

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6 Evaluate the learning impact

The final step is to evaluate the learning impact and measure the results of your staff development. You can use various methods and tools to collect data and feedback from your staff, such as surveys, interviews, tests, or portfolios. You can also use existing data sources, such as customer feedback, quality indicators, or productivity metrics. The aim is to assess the extent to which your staff have achieved the learning objectives and outcomes, as well as the impact of the learning on their performance and behavior.

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John Beck

Employee Assessment Specialist at The Assessment Company?
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ROI- Once people are in the roles in which they have the highest occupational match, the organization will experience a utopia- Turnover will decrease, production will soar, and the culture will be greatly improved. It’s critical to baseline turnover and production numbers so the past can be compared to the future. Based on the future impact of Occupational DNA, an across-the-board increase should be realized. If you have any questions, please visit www.theassessmentcompany.com or call me at 800-434-2630.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you assess the learning needs of your staff in relation to organizational change?

1

2

3

4

5

6

7

1 Analyze the change

2 Assess the current state

3 Identify the gaps and priorities

4 Design the learning solutions

5 Implement the learning solutions

6 Evaluate the learning impact

7 Here’s what else to consider

Staff Development

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How do you assess the learning needs of your staff in relation to organizational change?

1

2

3

4

5

6

7

1 Analyze the change

2 Assess the current state

3 Identify the gaps and priorities

4 Design the learning solutions

5 Implement the learning solutions

6 Evaluate the learning impact

7 Here’s what else to consider

Staff Development

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