Kristy Lapidus, MSOD

New eBook release! 💡 In this guide, you will find tips, steps, and best practices to utilize #dataanalysis in eLearning to the max to gain valuable insights that will boost the effectiveness of your #eLearningcourse. https://ow.ly/3wZT50Ri3uj

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An Unsafe Culture is a Broken Culture: The Enterprise Learning Architect Explores Four Core Steps to Achieving Psychological Safety Announcing the inaugural episode of TTS’s brand new podcast, The Enterprise Learning Architect. For this first episode we had the enlightening opportunity to explore the concept of psychological safety within organizations with the guidance of Coach Clinton Ages, a senior enterprise agility coach. Understanding psychological safety is a major first step in creating a work environment that fosters innovation, collaboration, and continuous improvement. Coach Clinton outlines four levels of cultural shift that organizations must navigate to achieve true psychological safety: Inclusivity and Respect: The foundational level of psychological safety is ensuring that every team member feels welcome. This goes beyond acceptance into the realm of respect and genuine inclusion. In such an environment, conflicts may arise, but the overarching culture of respect ensures that these are navigated constructively. This level sets the stage for deeper engagement and commitment across the organization. Cultivating a Growth Mindset: The second level involves fostering a culture where growth and learning are prioritized. Coach Clinton emphasizes the importance of respecting knowledge and applying scientific and business insights to propel the organization forward. When team members believe in the organization's goals and feel integral to its journey, they are more likely to invest in its success and strive for personal and professional growth. Valuing Individual Contributions: Encouraging team members to contribute in their unique ways without stringent guardrails is the third level. This approach values diversity and the varied experiences individuals bring to the table. Allowing people the freedom to contribute based on their strengths and perspectives not only enhances their engagement but also enriches the organization’s problem-solving capabilities. Commitment to Continuous Improvement: The fourth and ongoing level is about institutionalizing the pursuit of continuous improvement. This involves maximizing communication, dismantling silos, and fostering transparency. Coach Clinton points out the power of proactive communication in an era where information is readily accessible, advocating for transparency to prevent misinformation and assumptions. To learn how seamlessly integrating these levels of psychological safety with broader organizational objectives can change an organization, we further illustrate how these cultural shifts can dramatically enhance an organization’s agility and responsiveness, critical traits in today’s fast-paced market environments. Check out the rest of the episode for more detailed insights into the change management landscape and more: https://lnkd.in/eGhVUNRT

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Why it's important to clarify what ISN’T changing   As certified practitioners in Prosci we take a structured approach to managing change… helping those impacted by the change make the necessary transition to achieve the desired future state.   Often we see people resistant to change, not because they are against the change itself, but the uncertainty in exactly what is and isn’t changing! In the absence of information or a lack clarity they will often assume the worst!    Imagine this…the boss announces ‘We’re making changes to the accounts payable process’.     👩‍💼 Mary: ARGH!  Our suppliers are going to hate it! They just got used to the new system and will be annoyed that it’s changing again! I’ve already started thinking of how I can help them out with some manual workarounds  so they won’t get angry like last time!    🖥 Reality: Nothing is changing in relation to how suppliers use, what they see or how the system functions. There will no change to the time it takes to pay them, who to contact for queries or what information we will ask for when setting them up as a supplier.   What is changing is that the approver will receive all requests to approve payments in a batch, instead of one-by-one. This will mean less interruption for the approving manager. Bills can still be uploaded and submitted for approval as per normal, but they won’t be received by the approver straight away, instead they receive a batch at the end of each day. That is all.    So next time you start to communicate planned changes, remember to tell people what IS and ISN’T changing! #changemanagement #prosci #uncertainty #managingchange

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**FREE** Download the first chapter of the book "5 Principles to Thrive in Complexity" on https://aequacy.com

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Anyone can be a facilitator Wrong. Facilitating is a muscle It's not a learn it and leave it skill it's something you need to condition, practice and strengthen over time stop doing it and you'll lose everything - become weak how do you strengthen your facilitation skills?

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In an era of technological advancement, coaches are experimenting with human-AI hybrid coaching practices to engage clients in new ways. While AI cannot replace the human touch, it offers opportunities to augment coaching practices. Read the full blog post from the ICF Global Digital Library here: https://buff.ly/4a4iqGJ #icfcoach #icf #AItechnology #coachingpractice

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Join Alex Sloley, Craig Smith, and Shane Hastie in embracing the Agile Coaching Ethics to elevate your coaching practices. Discover how you can contribute to a future of ethical Agility.

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With all the polarizing topics around agile and organizational effectiveness lately, I decided I should dig deeper into source material. Today, I started listening to Fearless Organizations, by Dr. Amy Edmondson. It is one of the foundational books on Pyschological safety, by one of the foremost researchers. The big “Aha” for today is that Puschological Safety exists at the group or team level, not the organizational level. While I guess I knew innately this, it is something to really think over as I work to help leaders be more effective. #Mindfullness #Agile #SustainableValue #PsychologicalSafety

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#WisdomWednesday "I’m learning volumes about change management, which is essentially supporting organizational change in a way that is sustainable and inclusive. One tip that’s come in really handy is identifying where that tipping point is of too much change, all at once. It’s important to identify discrete, doable steps, try them out over a period of time, and continue evaluating and adapting as we move forward. We’re working with clients on this while also adopting these practices as a firm, and it’s exciting and scary stepping into the unknown!" - Alli, Project Consultant . . . . . #InformationInsights #InfoInsights #consultant #consultants #consulting #ConsultingFirm #BusinessConsultant #facilitation #research #analysis #SurveyResearch #OrganizationalSupport #StrategicPlanning #BusinessPlanning #TechnicalAssistance #PublicEngagement #GrantWriting #GrantSupport #GrantAdministration #SocialMediaSupport #CampaignPlanning #fairbanks #palmer #MatSu #ak #alaska

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Project management is a balance between structure and rigor and flexibility and adaptability. A single focus on one over the other is likely to produce spotty results at best. The context will dictate the best approach, rigor, or flexibility. https://lnkd.in/ed8TTjHg #PMO #projectmanagement #projectprocesses #project #projectmanager #adapt

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Effective change management for layoffs and reductions in force (RIF) is essential, no matter the reason for the change. In our new article, Prosci Engagement Leader Josy Jamieson explains how the ADKAR Model can help navigate this sensitive process with care. 🔗 https://lnkd.in/dv2YuzBm #prosci #changemanagement #adkar #organizationalchange

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🔔 Time is ticking! Join us for our webinar on Agile UX Best Practices this Tuesday, June 4th, at 4:00 PM PST. Reserve your seat now to gain valuable insights into optimizing your UX processes. See you there! https://lnkd.in/gwwpkjmc #AgileUX #WebinarReminder 🚀

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L&D leaders we talk with are often in a tough spot. Resources are limited: Time. Money. Team members. But skills are changing really quickly, and there's pressure to help teams keep up. (How many times have you been asked about AI?) We work with many companies that build emerging technologies, so the topic of future skills comes up a lot. Our prediction? Human skills are future skills. Whether it's the LinkedIn InDemand Skills Report, the World Economic Forum, report after report from analysts and consulting firms, or simply common sense about how workplaces have evolved already and how they'll evolve in the future, the evidence points in the same direction: soft skills like empathy, creativity, and people management are the skills that are going to help create resilient companies and resilient careers, no matter what the next shift in technology brings. As part of our work, we've been helping organizations build the programs that will help emerging leaders develop these skills. Because we know many L&D teams are on the "small and scrappy" side of things (us too!), we wanted to create a guide to help share what we've learned. We truly believe any sized team can create a great leadership development program that helps learners build these evergreen skills. We're so excited to share our new, practice-forward guide to creating leadership development programs with you! 🚀 Get your free copy here: https://lnkd.in/gR2KwUKN #futureskills #softskill #enduringskills #learninganddevelopment

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Most people associate #Prosci and #ADKAR with #organizationalchangemanagement. They also think these are interchangeable terms, but what we often find is that Prosci and ADKAR are not nearly enough to drive change. Here is everything you need to know. #blog #digitalstrategy #sucessess #ERP #digitaltransformation https://lnkd.in/dZnxYnZ

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