Keeping Monemntum

One of the biggest challenges for leaders is to keep momentum going while implementing change. Particularly when the culture of an organization is strong, it can be quite difficult to fully implement the change before the momentum disappears. Sustaining momentum is therefore critical, or employees will eventually go back into their "old ways." Some leaders are too quick to move on to the next challenge without making sure that the change is embedded in the culture, people, and structure of the organization. In other words, you must make sure that all parts of the organization are aligned with the new strategy.

Respond to the following, in a 2 page paper: APA format

Question 1: Why do you think many new changes at the organizational level quickly fizzle out?

Question 2: What do you think is most important for HR professionals to know in order to avoid this?

Be specific, and provide examples with references to the literature.

Resources

Becker, B., Huselid, M., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.

Chapter 8, "Guidelines for Implementing an HR Scorecard"

Kotter, J. P. (2005). Change leadership. Leadership Excellence, 22(12), 3-4. Retrieved from the Walden Library using the ABI/INFORM Global database:

http://proquest.umi.com.ezp.waldenulibrary.org/pqdweb?did=951864841&sid=7&Fmt=4&clientId=70192&RQT=309&VName=PQD

Younger, J., Younger, A., & Thompson, N. (2011). Developing the skills of HR business partnership: Consulting and change management.Strategic HR Review, 10(1), 6-14. Retrieved from the Walden Library using the Emerald database:http://www.emeraldinsight.com.ezp.waldenulibrary.org/journals.htm?articleid=1896497&show=abstract