Pioneering change in your organization will require good organization structure and opportunities for people to learn and grow. Below are some resources I personally use in my own work to help professionals and organizations make extraordinary change happen.
The left column provides links to resources that will help you build a structure for your organization which is necessary to provide a sense of safety and trust.
The right column links to resources that can help you engage and challenge employees to stretch beyond their capabilities.
Create Job Descriptions that Reflect Real Work
You will find resources here to help you learn how to create great job descriptions and while certainly the internet provides lots of examples of job descriptions, the best resource, known as ONET, reflects intensive data gathering and solid benchmark information used by HR professionals.
Develop a Policy Manual to Guide Workplace Practices
Although there are lots of good resources about what should be in a policy manual, you are always going to run into a question about best practice or just need a good template to get started. The #1 resource for most human resource professionals is the Society for Human Resource Management or SHRM. They provide free resources and membership only resources. If you are thinking about becoming a human resource professional, I highly recommend their learning and certification resources.
Update Your Compensation And Benefits Plan
Every year the professional association for compensation practitioners, WorldAtWork, publishes their global survey of anticipated salary budget increases (here). This is the standard resource for every type of organization. Check for their new survey every July or August.
If you are looking for salary survey data, I recommend erieri.com. Although I rely on the database I personally develop for primary data, I look to private industry surveys, ERI and the Bureau of Labor Statistics (BLS) for my secondary sources.
Create Learning Experiences inside your Organization
I am a long-time fan of Peter Senge, author of The Fifth Discipline and other books about continuous learning, but over the years I find that most organizations are not ready to dive that deep. More recently, I have accessed online training sessions with Jane Hart, author of Modern Workplace Learning, and find her work easy to understand and implement.
Although you can research best practices and what the law says about workplace practices, the only way to find out what is really going on inside the organization and what people think about the way things get done, is to ask.
The real art behind organization development and change initiatives is the ability to convene conversations that spark interest, raise questions about the way things have always been done and challenge the status quo. If that sounds risky, think about whether not changing poses the greater risk.
My two favorite resources for building capacity in this area are the learning resources provided by the International Association of Facilitators IAF and Essential Partners, formerly Public Conversations Project. Another one that is particularly helpful for engaging stakeholders and constituents is the National Coalition for Deliberation and Dialogue (NCDD). If you are focused on working with teams, you will want to investigate The World Business & Executive Coaching Summit (WBECS).