Blog Posts

How Anxiety Sabotages Training and Inhibits Change

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Is training one of the first things you think about when launching a change in your organization? If you said yes, you’re not alone. A training program to effect change intuitively makes sense – teach people how to do the new activity (use the new software, make sales calls etc.) and they will do it. However, training is not enough to ensure your employees will stick with the new activity and make it become the normal activity. Leaders who expect training to carry the people side of any change are often disappointed and frustrated when the training fails to deliver the expected results. In 2015 it was estimated companies in the United States spent $356 billion globally on training and didn’t get a return on that investment.
Macbook on picnic table with post-it notes covering it. Iphone beside it.

A Conversation with Helen Dyrkacz

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Join Dr. Dawn-Marie Turner and Helen Drykcaz as they discuss how to make time when you think you have none.

The Five Phases of Climate Change Readiness: How the Continuum of Change Turns a Debate into a Conversation

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Social media, newspapers, news feeds, television — anywhere you look, you’ll find something about climate change and the devastating effects it is having around the world. Close to home, shifting weather patterns — record-breaking floods in Ontario, tornadoes in the mid-western U.S., droughts and devastating wild fires along the west coast of the U.S. and Canada — have created a stark reality. And yet, the debate about whether global warming and climate change are real continues. For someone like me, who looks to science to guide my thinking, it’s hard to understand how there can be any debate.
Spa

Give your Organizational Change Initiatives the SPA Treatment and Avoid Change Fatigue

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Continuous and constant change is the mantra for most organizations. Almost daily, leaders get information telling them about the need for their organization to be nimble, agile, and flexible. It’s true that change is necessary to stay relevant and successful. However, bombarding your organization with one change initiative after another, or worse, at the same time, is destructive. The launching of one change initiative after another is not making organizations more successful. Instead it’s led to failed change initiatives, cynical and disengaged employees, and change fatigue.
woman on beach at sunset doing headstand

Why Leaders Need to Stop Doing Change Management

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“You don’t do yoga.” That’s what I heard the yoga instructor say as he was telling me to raise my legs higher. “You’re right about that,” I thought as I fell into a heap on my yoga mat. “You don’t do yoga,” he said, “you practice yoga.” That’s when it hit me: it’s the same when it comes to organizational change. It’s not about doing change management. Change management, or rather change leadership, isn’t just another task on your to do list, nor should it be. Instead, it needs to be viewed as a component of your practice. In the same way lawyers or doctors don’t do law or medicine—they practice.

Three Actions Needed to Improve Information Technology Implementations and Get a Return on Investment

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I remember a time when I only received two emails a day. It’s true. That’s because only two other people I knew also had email. And only a handful of people had a computer. Today, it’s hard to imagine being able to operate any type of organization without technology. Our reliance on information and other forms of technology is increasing. The complexity of this technology is also increasing. Therefore, knowing what you can do to increase the success of your information technology (IT) implementations and achieve your intended value is a business imperative.

One question every leader must ask to achieve value from their organizational change efforts

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Perseverance is one characteristic demonstrated by leaders who are able to create and sustain healthy organizational change. Before you launch any change, you need to ask one question: how will we (the leaders and managers) maintain our energy and perseverance to go the distance? Answering this question doesn’t mean pushing through a change at any cost. It means planning so that you have the energy and perseverance to support and enable employees to move as comfortably as possible through the full scope of the change process.

Six actions to reduce or prevent change fatigue

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“We need to be constantly changing.”The need to be continuously evolving is a business necessity. The problem is most organizations are simply not set up for continuous change. Continuous change does not mean bombarding your employees with one change after another. This approach has led to a growing and costly problem—change fatigue.Change fatigue is associated with increased stress, exhaustion, and decreased organizational commitment. In my book “Launch Lead Live”, I outline the importance of commitment to the success of your change efforts. Left unchecked change fatigue leads to burn out, and burned out employees won’t contribute to your organization.Change fatigue can be described as passive resignation. It is this passive resignation that can make change fatigue more of problem than the “resistance to change” many leaders talk about.Why? Because change fatigue means that you have neither the energy to defend the current state nor the energy to move through a change process.

Articles

People having conversation while sitting outside on steps

The Guided Conversation: Harnessing the Energy of Change

by Dawn-Marie Turner, PhD Organizationally, conversation is…

Four Elements for Sustainable Culture Change

By Dawn-Marie Turner, PhD Transforming your organization's…
Men in suites running on a track crossing a red ribbon finish line

The Bottom Line of Organizational Change

by Dawn-Marie Turner, PhD Successful Change Begins with a Destination You…

Change management & today’s global economy – a critical partnership

Dawn-Marie Turner, PhD Seven billion dollar rescue plans. Mortgage…

The Change Management Methodology - Getting the Value Intended

by Dawn-Marie Turner, PhD In part one of this article I shared…
road sign that says success next exit

The Change Management Methodology - A Useful Tool for Organizational Change

by Dr. Dawn-Marie Turner A change management methodology is…

7 Tips from Change Management to Help You Keep Your New Year’s Resolution

by Dawn-Marie Turner, PhD, CMC Planning to lose weight in…

Exploring Organizational Change Best Practice: are there any clear-cut models and definitions?

Jacob Hallencreutz, Dr. Dawn-Marie Turner This paper explores…
Turner Change Management

What is Organizational Change Management?

In broad terms, organizational change management is the process…