Organizational Change and Development Explained

Organizational Change and Development Explained

Organizational change and development (OCD) refers to the strategic processes that companies undergo to adapt, evolve, and grow in response to internal and external factors. This encompasses a wide range of activities, from restructuring teams and workflows to adopting new technologies or transforming the organizational culture. In today’s fast-paced business landscape, organizations must stay agile […]

What is Crisis Communication and Crisis Management

Crisis communication and crisis management are important practices in any organization, which helps mitigate the impact of unexpected events. Understanding these concepts can help businesses and institutions prepare for unforeseen situations and ensure their survival through challenging times. In this article, we will explain the definitions, roles, and key elements of crisis communication and crisis […]

Employee Onboarding: A Stepping Stone to Effective Career Transition

Employees move through various career stages in their career life cycle, whether it is from campus to corporate, one organization to another, one role to another or back to work after a break. Managing these transitions effectively makes adaptation to the new surroundings easier and faster. Since decades, organizations have practices like induction and onboarding […]

Conquering Change with an Agile Mindset | Change Management Strategies

Learn how adopting an agile mindset empowers organizations and individuals to conquer change successfully.

Managing Change by Building a Learning Organization

As the organizational change is going on, Tom feels that his 15 members team needs to gain momentum to learn new skills to meet the company’s target as well as cope effectively with change. However, the team members reported to be confused about where to start from, what to do and where to go. Tom […]

Through the Change: Cultivate Resilience in a Changing Workplace

The company had a performance-oriented vertical decision-making culture. This culture has resulted in misuse of authority and persistent bullying of team members. The handling of bully complaints were poor that led to employees losing trust and felt disappointed with the company’s leadership. Direct and indirect victims of the incidents expressed anger and helplessness regarding the management styles.