https://thinktransition.com/wp-content/uploads/wellness-589770_1280.jpg 853 1280 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2019-08-13 11:00:282019-08-12 16:03:30Give your Organizational Change Initiatives the SPA Treatment and Avoid Change Fatigue
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.
https://thinktransition.com/wp-content/uploads/wendy.jpg 564 1000 Amanda Turner https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg Amanda Turner2019-06-27 12:02:562019-07-26 13:47:31A Conversation with Wendy Quan
https://thinktransition.com/wp-content/uploads/yoga-stand-in-hands-silhouette-2149407_1280.jpg 847 1280 Amanda Turner https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg Amanda Turner2019-02-06 11:57:262019-02-06 11:59:54Why Leaders Need to Stop Doing Change Management
“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.
https://thinktransition.com/wp-content/uploads/notes-macbook-study-conference.jpg 1280 1920 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2018-11-06 11:00:552018-11-07 14:05:23Three Actions Needed to Improve Information Technology Implementations and Get a Return on Investment
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.
https://thinktransition.com/wp-content/uploads/hot-air-balloon-balloon-sky-hot-air-balloon-ride-163235.jpeg 1050 1280 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2018-09-05 11:14:322018-09-07 13:36:32One question every leader must ask to achieve value from their organizational change efforts
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.
https://thinktransition.com/wp-content/uploads/lioness-animal-predator-cat-162206.jpeg 460 1510 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2018-05-07 16:58:292019-08-20 13:44:58Six actions to reduce or prevent change fatigue
“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.
https://thinktransition.com/wp-content/uploads/tandem-skydivers-skydivers-teamwork-cooperation-39608.jpeg 460 1510 Amanda Turner https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg Amanda Turner2018-05-02 11:00:502019-07-23 14:25:38Why CEO's optimism and enthusiasm for change can sabotage an organization’s success
Every CEO I have met tells me they like change. They are enthusiastic and optimistic about the changes they have launched in their organization. Ironically, it can be this optimism and enthusiasm that increases the risk your change efforts will fail to achieve their desired result.
https://thinktransition.com/wp-content/uploads/dumbbell-1966702_640.jpg 426 640 Amanda Turner https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg Amanda Turner2018-04-05 11:00:002019-07-23 14:25:33The good, the bad, the ugly. Your employees remember it all
You have heard the statistics, 50-70% of organizational change initiatives fail. Your organization is facing big changes, and you don’t want it to become just another statistic. So, you decide this time it’s going to be different. You send your managers and leaders for change management training, adopt a change management methodology. You think, I’ve done my part. Now things will be different.
https://thinktransition.com/wp-content/uploads/businessman-2956974_640.jpg 400 640 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2018-03-22 12:11:132018-07-13 14:19:28Help! I am communicating, but my employees aren’t listening: three ways to use email to help your employees buy-in to change.
You've sent a dozen emails about the upcoming change, or at least it feels like a dozen, and your employees act like they don’t know anything about it. You told them, in the email, to contact you if they have questions or concerns and no one did. So, you assume everyone is fine with new chairs, or software, or moving buildings, or whatever your change is. Then you start to implement your change only to be hit with a huge backlash from your employees. You're met with, "Why is this happening?" "I didn't know about this!" "I don't care that I've had to keep a pot on my desk because the roof leaks, I'm not moving."
https://thinktransition.com/wp-content/uploads/2012/08/Slide1.jpg 401 452 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2013-06-04 01:53:372016-05-17 10:31:51The Guided Conversation: Harnessing the Energy of Change
by Dawn-Marie Turner, PhD Organizationally, conversation is…
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By Dawn-Marie Turner, PhD Transforming your organization's…
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by Dawn-Marie Turner, PhD Successful Change Begins with a Destination You…
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Dawn-Marie Turner, PhD Seven billion dollar rescue plans. Mortgage…
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by Dawn-Marie Turner, PhD In part one of this article I shared…
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by Dr. Dawn-Marie Turner A change management methodology is…
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by Dawn-Marie Turner, PhD, CMC Planning to lose weight in…
https://thinktransition.com/wp-content/uploads/2013/04/global-communication-culture-change.jpg 361 332 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2012-05-17 09:41:132017-06-06 14:33:52Exploring Organizational Change Best Practice: are there any clear-cut models and definitions?
Jacob Hallencreutz, Dr. Dawn-Marie Turner This paper explores…
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In broad terms, organizational change management is the process…