Performance/Talent Management; Change Management—Consulting—OD

It is important for HRM professionals to keep up on the HRM field. In this SLP assignment, you will be investigating an HRM practitioner publication, TD (Talent Development) found in the Trident Online Library. It is the main publication of the Association for Talent Development (ATD)—a well-known association dedicated to professionals in employee training and development.

Select an article of your choice, published within the past three years, related to a topic in this module. Discuss the following:

What main points does the author (or authors) make? Do you agree? Why or why not? What would make this article stronger? Bring in at least one other author viewpoint on the topic (from your background readings or library research), comparing or contrasting it to the article that you read.

You have a choice for the format of your submission, either submit:

1. An essay format (2–3 pages, not counting the cover page or the Reference page) which includes an introduction and conclusion.

or

1. A PowerPoint presentation with speaker notes on each slide. Not counting the cover slide or the Reference slide, your slide presentation should be 3-5 slides.

SLP Assignment Expectations

Your submission will be evaluated using the criteria as stated in the SLP rubric. The following is a review of the rubric criteria:

• Assignment-Driven: Does the submission fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the submission meet minimum length requirements?
• Critical Thinking:Does the submission demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the submission address the topic with sufficient depth of discussion and analysis?
• Business Writing:Is the submission logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?
• Effective Use of Information:Does the submission demonstrate that the student has read, understood and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall submission?
• Citing Sources:Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the submission been included on the References page?
• Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

• Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

• Introduction

  In the evolving world of work, Human Resource Management (HRM) professionals must remain agile, especially in the face of hybrid work structures and rapid organizational shifts. In her 2022 TD Magazine article, “Redefining Change Management for a Hybrid World,” Kathryn McLaren addresses how traditional change management practices must adapt to new work environments shaped by digital collaboration and hybrid teams. This essay critically analyzes the article’s main points, evaluates its strengths and limitations, and compares it with scholarly insights on change management and talent development.

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  Main Points of the Article

  McLaren’s central thesis is that conventional change management models, which rely on face-to-face interaction, structured communication, and visible leadership, are no longer sufficient in a hybrid work environment. The author argues for an updated approach that emphasizes:

  1. Empathy and Communication – Leaders must be intentional in their communication and show empathy, especially when employees work remotely and lack in-person touchpoints.

  2. Digital Enablement – Successful change initiatives must leverage collaborative platforms and data-driven insights to foster engagement.

  3. Agile Leadership – Leaders must exhibit flexibility and responsiveness as hybrid models continue to evolve.

  She underscores that change management in the post-pandemic era must be human-centered, adaptable, and continuous rather than episodic.

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  Evaluation and Agreement

  I agree with McLaren’s premise that hybrid work environments require a shift in traditional change management strategies. Her focus on empathy and adaptability aligns with what many HR professionals are witnessing on the ground—employee burnout, disengagement, and communication gaps due to remote structures.

  However, the article could be strengthened by grounding these ideas in empirical research or established change management frameworks, such as Kotter’s 8-Step Change Model or Lewin’s Change Theory. While the practical examples are helpful, connecting them to theoretical underpinnings would provide more academic rigor.

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  Contrasting Viewpoint: Kotter’s Model and Digital Challenges

  In contrast, Appelbaum et al. (2012) argue that successful change management relies heavily on structured processes like those in Kotter’s model, which emphasize urgency, coalition building, and anchoring change in culture. While McLaren advocates a fluid, evolving strategy, Appelbaum’s analysis of Kotter’s steps suggests that hybrid adaptation still requires a systematic framework to prevent chaos.

  Moreover, a study by Gaskell (2021) warns that excessive reliance on digital tools in hybrid environments can lead to “digital fatigue,” undercutting engagement. This counters McLaren’s optimism about digital enablement and reinforces the need for balance between technology and human connection.

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  Strengths and Weaknesses of the Article

  Strengths:

  • Timely and relevant discussion for today’s hybrid workforces.

  • Practical recommendations for HR and change leaders.

  • Emphasis on empathy aligns with modern leadership trends.

  Weaknesses:

  • Lack of integration with formal change management theory.

  • Limited empirical data to support recommendations.

  • Could benefit from contrasting views or potential risks of digital transformation.

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  Conclusion

  Kathryn McLaren’s article offers an accessible and practical approach to rethinking change management in a hybrid world. While the article provides helpful direction for HR professionals, its impact could be enhanced by deeper engagement with existing change management literature and recognition of potential risks. When contrasted with more traditional views such as Kotter’s model, McLaren’s human-centered and agile framework reveals a critical evolution in change management thought—one that embraces the fluidity and complexity of today’s workplace.

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  References

  Appelbaum, S. H., Habashy, S., Malo, J. L., & Shafiq, H. (2012). Back to the future: Revisiting Kotter’s 1996 change model. Journal of Management Development, 31(8), 764–782. https://doi.org/10.1108/02621711211253231

  Gaskell, A. (2021). How digital transformation causes digital fatigue. Forbes. Retrieved from “Driving Organizational Performance Through Talent Development: A Critical Review of a TD Magazine Article on Change Management appeared first on Skilled Papers.