I have the following queries on your queries:

- employees readiness for change for what?
- assessment of training needs - how is it linked to change mgmt.

Unless you are talking abt behavioural change, instruments like FIRO B dont help. Secondly, if it is indeed a behavioural change, then your classification as 'Not fit to be changed' does not make sense, since all behavioural programmes / interventions are undertaken with the assumption that behaviours can be changed, and that people will, if they are convinced, take steps to bring about such changes in themselves.

However, you have opened a good subject and if you respond further on the above lines, I am sure that lot of our friends will participate.

Regards

lion_king

Dear Ankur,

A: I feel that rather than desiring CHANGE, we should desire people who EVOLVE. The word change does not define the direction which they might take and sounds more like a "one off" activity. The word EVOLVE not only is more definitive about the desired direction,but also suggests permanency of action, and is a continuing process.

B: I think that once you have clearly defined their current job profile, the duration in their current activity, coupled with the future job profile and the time within which they have to be ready to handle that activity, you can devise simple objective tests to gauge the level of their nature and their capability.

C: Personal Counselling will help in a big way to melt the resistance of people. Most times people dont change, because they need to cling to a particular activity for the sake of retaining a particular identity. Once a better alternative is displayed, most people are more open to improvise themselves and thus their productivity.

Everything is a Sale. And so is Change Management.

These are just my observations based on my experiences with my students and colleagues. I hope it helps. I shall love to hear from others about their views on this.

Thanks and Regards

Meera