What do you know about the changes you are leading? What don’t you know? It’s time to think about both.
I love using an iceberg picture as a change tool. The metaphor of an iceberg is that only part of the picture is clear to us. There are many things that could impact us below the water that we cannot see.I like talking with people that are impacted by organizational...The CEO is the ultimate Change Sponsor. 5 ways to nail this role.
✅ Communicate a clear vision that energizes the organization✅ Build a strong capable cross-functional team to lead the change initiative✅ Get your hands dirty and do any job necessary to help guide the organization through the change✅ Listen to the people impacted by...Change Myth: Organizational change must start with executives and be pushed down throughout the organization to be successful
.Disclaimer: I’ve held this belief at times, but it doesn’t have to be this way.Organizational change must be pushed down from the top to be successful, when:❌ The cost of the proposed change is larger than divisional budgets.❌ Executives make operational...Change Leaders: What do elephants and riders have to do with effective change initiatives?
Conventional psychology tells us that our brains have two independent system at work simultaneously: the emotional side and the rational side.The emotional side provide us with instincts, pain, and pleasure. The rational side provides us with reflective, analytical,...When guiding people through change and toward adoption, look for small bright spots you can build upon.
Let’s imagine your company has implemented a new payroll system.People are struggling to adopt new behaviors that are required in the process (i.e. track daily hours, and submit them on a timely basis).Change Managers shouldn’t tackle the big, historical,...