Changing The Bottom Line

• How do you plan and implement change? • How do you monitor progress? • What models and concepts are available to help? • How can you identify resistance - and deal with it? These are some of the questions addressed in Alan Warner's compelling business novel. Phil Moorley has just become CEO of a family firm in the north of England, and his main task is to change its culture so that it can meet the challenges that lie ahead. He enlists the aid of Christine Goodhart, training consultant, long time friend - and sometime mistress.

Organization development practitioners have, for over half a century, engaged with organizations to help them grow and thrive. The artful application of Organization Development (OD) has helped business leaders articulate vision, rethink business processes, create more fluid organization structures and better utilize people's talents. While business leaders and OD practitioners intuitively believe that OD provides valuable results, rigorous measurement of the value delivered has long eluded many OD practitioners. 'Bottom-Line Organization Development' provides powerful tools to capture and measure the financial return on investment (ROI) of OD projects to the business. Given the increasing competition for budget and resources within organizations and the requirements of demonstrating tangible results, the need for such OD measurement tools is very high. But in addition to proving the value of OD projects, integrating evaluation into the change management process itself can actually increase the value of the change initiative because it opens up new ways of capturing and increasing the value of change initiatives. In other words, there is an ROI to ROI. Merrill Anderson calls this new way of approaching OD "strategic change valuation." The book explains the five steps in the OD value process - diagnosis, design, deployment, evaluation and reflection. In addition, three case studies take readers through the process of applying bottom-line OD to three types of popular strategic change initiatives: executive coaching, organization capability, and knowledge management. Readers will gain a holistic perspective of how to make the seemingly intangible benefits of these initiatives tangible.

The undergirding of The Wrong Bottom Line is that people not profit are the key to success regardless of the business or organization. And if the people concerns are addressed, the profit line will improve along with the people. While this is not a new concept and has been talked and written about, a review of the majority of organizations finds little change. The Wrong Bottom Line provides uncomplicated activities that can be done by anyone, and that will make dramatic improvement in the attitude, success and production of the people in any organization. This book covers skills and qualities that actually bring about positive change. Dr. Rummler explains, uses examples and provides exercises that have proven to work regardless of size or location: small groups to organizations of hundreds. Instead of going to expensive workshops and purchasing costly services, spend a few minutes with this book and in doing what is recommended; not only will you save, you will make money. More importantly, you will build a people base that will last.

Do We Really Want Constant Change explores the human and organizational consequences of our infatuation with change and recommends ways to balance the opposing, but equally valuable, forces of change and stability.

The primary aim or purpose of this book is providing a methodology for creating a CoachSystem (CS) in an organization. This book is also not necessarily a skills and practices book. There are many great coaching skills and practices books available for developing coaching ksa's but hardly anything on what coaching can do for and to organizations! This book also provides a method to take coaching to the line-the bottom line in organizations-all the way to the customer interface. It provides a simple, yet effective model of coaching that anyone can learn in a few minutes and then proceed down a path of mastery over time to creating organizational effectiveness. Clearly this book lays out for you a coaching methodology you can teach to your line managers, or use with your customer service department-even your kids! It helps you build a CoachSystem, integrating coaching into your organization at every level. The book is about creating outcomes for the individual and the organization that lead to well-being, purpose, competence and awareness. It is based on proven methods of improving performance, creating generative rather than destructive change and facilitating individual and organizational transformation.

Annotation Reasonable variations of human emotions are expected at the workplace. People have feelings. Emotions that accumulate, collect force, expand in volume and begin to spin are another matter entirely. Spinning emotions can become as unmanageable as a tornado, and in the workplace they can cause just as much damage in terms of human distress and economic disruption. All people have emotions. Normal people and abnormal people have emotions. Emotions happen at home and at work. So, understanding how individuals or groups respond emotionally in a business situation is important in order to have a complete perspective of human beings in a business function. Different people have different sets of emotions. Some people let emotions roll off their back like water off a duck. Other people swallow emotions and hold them in until they become toxic waste that needs a disposal site. Some have small simple feelings and others have large, complicated emotions. Stresses of life tickle our emotions or act as fuses in a time bomb. Stress triggers emotion. Extreme stress complicates the wide range of varying emotional responses. Work is a stressor. Sometimes work is an extreme stressor. Since everyone has emotion, it is important to know what kinds of emotion are regular and what kinds are irregular, abnormal, or damaging within the business environment. To build a strong, well-grounded, value-added set of references for professional discussions and planning for Emotional Continuity Management a manager needs to know at least the basics about human emotion. Advanced knowledge is preferable. Emotional Continuity Management planning for emotions that come from the stress caused by changes inside business, from small adjustments to catastrophic upheavals, requires knowing emotional and humanity-based needs and functions of people and not just technology and performance data. Emergency and Disaster Continuity planners sometimes posit the questions,?What if during a disaster your computer is working, but no one shows up to use it? What if no one is working the computer because they are terrified to show up to a worksite devastated by an earthquake or bombing and they stay home to care for their children?? The Emotional Continuity Manager asks,?What if no one is coming or no one is producing even if they are at the site because they are grieving or anticipating the next wave of danger? What happens if employees are engaged in emotional combat with another employee through gossip, innuendo, or out-and-out verbal warfare? And what if the entire company is in turmoil because we have an Emotional Terrorist who is just driving everyone bonkers?" The answer is that, in terms of bottom-line thinking, productivity is productivity? and if your employees are not available because their emotions are not calibrated to your industry standards, then fiscal risks must be considered. Human compassion needs are important. And so is money. Employees today face the possibility of biological, nuclear, incendiary, chemical, explosive, or electronic catastrophe while potentially working in the same cubicle with someone ready to suicide over personal issues at home. They face rumors of downsizing and outsourcing while watching for anthrax amidst rumors that co-workers are having affairs. An employee coughs, someone jokes nervously about SARS, or teases a co-worker about their hamburger coming from a Mad Cow, someone laughs, someone worries, and productivity can falter as minds are not on tasks. Emotions run rampant in human lives and therefore at work sites. High-demand emotions demonstrated by complicated workplace relationships, time-consuming divorce proceedings, addiction behaviors, violence, illness, and death are common issues at work sites which people either manage well? or do not manage well. Low-demand emotions demonstrated by annoyances, petty bickering, competition, prejudice, bias, minor power struggles, health variables, politics and daily grind feelings take up mental space as well as emotional space. It is reasonable to assume that dramatic effects from a terrorist attack, natural disaster, disgruntled employee shooting, or natural death at the work site would create emotional content. That content can be something that develops, evolves and resolves, or gathers speed and force like a tornado to become a spinning energy event with a life of its own. Even smaller events, such as a fully involved gossip chain or a computer upgrade can lead to the voluntary or involuntary exit of valuable employees. This can add energy to an emotional spin and translate into real risk features such as time loss, recruitment nightmares, disruptions in customer service, additional management hours, remediations and trainings, consultation fees, Employee Assistance Program (EAP) dollars spent, Human Resources (HR) time spent, administrative restructuring, and expensive and daunting litigations. Companies that prepare for the full range of emotions and therefore emotional risks, from annoyance to catastrophe, are better equipped to adjust to any emotionally charged event, small or large. It is never a question of if something will happen to disrupt the flow of productivity, it is only a question of when and how large. Emotions that ebb and flow are functional in the workplace. A healthy system should be able to manage the ups and downs of emotions. Emotions directly affect the continuity of production and services, customer and vendor relations and essential infrastructure. Unstable emotional infrastructure in the workplace disrupts business through such measurable costs as medical and mental health care, employee retention and retraining costs, time loss, or legal fees. Emotional Continuity Management is reasonably simple for managers when they are provided the justifiable concepts, empirical evidence that the risks are real, a set of correct tools and instructions in their use. What has not been easy until recently has been convincing the?powers that be? that it is value-added work to deal directly and procedurally with emotions in the workplace. Businesses haven?t seen emotions as part of the working technology and have done everything they can do to avoid the topic. Now, cutting-edge companies are turning the corner. Even technology continuity managers are talking about human resources benefits and scrambling to find ways to evaluate feelings and risks. Yes, times are changing. Making a case for policy to manage emotions is now getting easier. For all the pain and horror associated with the terrorist attacks of September 11, 2001, employers are getting the message that no one is immune to crisis. In today''''s heightened security environments the demands of managing complex workplace emotions have increased beyond the normal training supplied by in-house Human Resources (HR) professionals and Employee Assistance Plans (EAPs). Many extremely well-meaning HR and EAP providers just do not have a necessary training to manage the complicated strata of extreme emotional responses. Emotions at work today go well beyond the former standards of HR and EAP training. HR and EAP providers now must have advanced trauma management training to be prepared to support employees. The days of easy emotional management are over. Life and work is much too complicated. Significant emotions from small to extreme are no longer the sole domain of HR, EAP, or even emergency first responders and counselors. Emotions are spinning in the very midst of your team, project, cubicle, and company. Emotions are not just at the scene of a disaster. Emotions are present. And because they are not?controllable,? human emotions are not subject to being mandated. Emotions are going to happen. There are many times when emotions cannot be simply outsourced to an external provider of services. There are many times that a manager will face an extreme emotional reaction. Distressed people will require management regularly. That?s your job

The global sustainability challenge is urgent, tremendous and increasing. From an ecological perspective, the current worldwide resource footprint requires approximately 1.5 planets to sustain existing life, and with current usage would require two planets by 2030. The social impact of ever-growing resource use disproportionately affects the world’s poor – the 3 billion people living on less than $2.50 a day, as they struggle to acquire what is needed to survive. The serious ecological and social challenges we face in trying to establish global sustainable supply chains must not be underestimated, yet so far research has largely ignored the social dimension in favour of the environmental and economic. So how can we develop business strategies that move away from a primary economic focus and give equal weight to people, planet and profit? How can we create sustainable supply chains that take a true triple-bottom-line approach?Implementing Triple Bottom Line Sustainability into Global Supply Chains features innovative research, highlighting new cases, approaches and concepts in how to successfully implement sustainability – covering economic, ecological and social dimensions – into global supply chains. The four parts cover the rationale for sustainable global supply chains, key enablers, case studies showing clear implementation steps, and directions for future research and development.This book is a must-read for any academic researching in sustainable supply chain management, procurement or business strategy, and for business leaders seeking cases that will inform a critical step forward for CSR programmes.