Readiness is the Real Change Maker
In a recent Fireside Chat, Atana CEO John Hansen and HR thought-leader Steve Goldberg discussed why business transformation initiatives so often fail. Among the contributing factors discussed was business leaders’ inability to get a clear picture of their organization's change readiness.
To navigate this challenge, many organizations use surveys to assess employee readiness for change. But traditional surveys often fall short—they suffer from low response rate, biased responses, and lack of context. By contrast, behavioral data gathered during training provides a more accurate view into employee mindsets.
As John Hansen explains in this clip, using behavioral intelligence gathered in the context of behavioral training courses, Atana is able to provide accurate, in-depth insights into employee attitudes and perceptions. These insights are increasingly being used by organizations to determine change readiness.
Readiness is the Real Change Maker
In a recent Fireside Chat, Atana CEO John Hansen and HR thought-leader Steve Goldberg discussed why business transformation initiatives so often fail. Among the contributing factors discussed was business leaders’ inability to get a clear picture of their organization's change readiness.
To navigate this challenge, many organizations use surveys to assess employee readiness for change. But traditional surveys often fall short—they suffer from low response rate, biased responses, and lack of context. By contrast, behavioral data gathered during training provides a more accurate view into employee mindsets.
As John Hansen explains in the clip below, using behavioral intelligence gathered in the context of behavioral training courses, Atana is able to provide accurate, in-depth insights into employee attitudes and perceptions. These insights are increasingly being used by organizations to determine change readiness.
Atana’s behavioral intelligence data can reveal the extent to which learners are ready to apply the changes discussed in the courses and why some people might be hesitating.
For example, Atana data aggregated from learners across all regions and industries reveals interesting trends in learner readiness to apply training from various Atana respectful workplace courses:
- Readiness to address bias: 71%
- Readiness to speak up: 75%
- Readiness to prevent violence: 69%
- Readiness to prevent sexual harassment: 81%
As the data shows, anywhere from 19-29% of the learners measured may not be ready to adopt new behaviors aligned with their organization’s important change initiatives.
Through their Atana Insights dashboard, clients can see their own data and drill down into specific attitudes and perceptions impacting readiness in the organization (overall and by subset such as department or location). This enables them to identify and address possible concerns, increasing the likelihood that their training and change initiatives will lead to the desired outcomes. Contact us to request a demo.
