Strategic Change Management and Training: Adaptive, Adoptive and Innovative Roles

Abstract

Sets out a three‐role model for training in the strategic change process: adaptive change, focusing on skills and knowledge; adoptive change, stressing attitudinal and behavioural change; and innovative change, using training as a bottom‐up initiator and shaper of change. Based on the author′s experience and illustrated by case‐study material, shows how the last role can be used to create additional “value‐added” in training interventions.

Citation

Talbot, C. (1993), "Strategic Change Management and Training: Adaptive, Adoptive and Innovative Roles", Journal of European Industrial Training, Vol. 17 No. 5. https://doi.org/10.1108/03090599310032817