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3 Truths to Break the Cycle of Toxic Change

I see many leaders struggling with the challenge of needing multiple changes in their organization. Unfortunately, the need to make numerous changes often means leaders barrage their employees with one change initiative after another or simultaneously. You create an endemic of change-fatigued employees who fear change when this happens.
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Why Communication Makes or Breaks Your Change Initiative

Communication is the thread that weaves through every aspect of your organization. During change, your communication has the power to elevate and support your change efforts or send it into a downward spiral of negativity and failure.
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Why Practicing Compassion is Necessary for Successful Organizational Change

I’ve been advocating for leaders to practice empathy and compassion when enabling change, so I was thrilled to hear that he also values the importance of compassion and empathy. Compassion like its cousin empathy is not the skill leaders usually talk about when they talk about their success or building a better company. I have heard many leaders refer to compassion as soft. It is viewed at best as a nice to have. And at worse unnecessary for fear, it will make them look weak.
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Using Change Management to Benefit Your Organization

This week for our blog post, I wanted to try something different. I'd like the share with you a video we did on how change management can benefit your employees, leaders, and ultimately your organization.
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How to Manage Multiple Changes Without Burnout

Are you struggling under the weight of constant change? Do your employees feel burnout from change fatigue? Stop blaming yourself. Organizational change is challenging under the best of circumstances. Throw in the events of the past year, the pressure to be constantly changing, and the uncertainty of the current environment, it’s not surprising you are struggling.
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Your Change Will Fail Without People Involvement

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When Your Change Management Methodology Doesn’t Work

Too often leaders use a change management methodology as a recipe. The tools and templates are used as if they are the ingredients. I recall a course participant whose organization was struggling with change, despite using a change management methodology.
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Your Organizational Change Bottom Line

Regardless of its size, every organizational change needs an intended outcome story – that’s your change bottom line.
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When Change Doesn’t Stick

I haven’t always known what I know now about change and change management. Let me tell you about one change I tried to implement for years and failed at getting the new behaviours to stick. The change was not an organizational change but a personal one. But like I’ve talked about before change management isn’t just for the workplace. This change initiative taught me several valuable lessons that helps guide my practice today and can help you with your organizational change.
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