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Is Your Team Really Ready for Change?

Two problems arise when we view readiness as simply the absence of resistance. The first is that many of the actions, attitudes, or behaviours described as resistance are normal. They are needed to build readiness.
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The Hidden Risk of Change Management Tools and Templates

In an age where there is an app for everything, it’s not surprising there is a tendency to view using change management tools and templates as managing change. However, just like that new time management app won’t solve your time management issues, change management tools and techniques are not enough to ensure organizational change success.
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Six Actions to Create a Culture of Readiness for Change

Resistance to change has become embedded in almost everyone's vocabulary. Pick up nearly any article or book on change management, and it will include information about how to manage resistance to change. In our courses and all of my client work, managing resistance is the number one area of concern or question.
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The Most Important Part of your Change Management Plan

I still hear leaders say, "we can't involve everyone; our organization is too large," or "we don't have the time to involve everyone." These and other similar statements reflect a belief that the involvement of the people affected is optional. It is not.
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The Facts Won’t Matter If You Don’t Have a Change Story

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How to Maintain Productivity During Organizational Change

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Want a change-ready organization? Practice empathy

Empathy is the ability to recognize and connect with another person's experiences, beliefs, and feelings or, sometimes, as in the case of organizational change, a group of people. It is the ability to put ourselves in another person's shoes. Often considered a "soft" leadership skill, empathy is critical, especially during change. It is also one of the more challenging skills of leadership to cultivate and practice. In my book Launch Lead Live, empathy is one of the seven characteristics of a successful change leader.
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How to De-Stress During Organizational Change

Helping people navigate the stress of uncertainty and prevent its debilitating effects during organizational change is a critical role for every change leader. That's why making time to acknowledge the stress people experience and its impact will help you, your employees, and your organization create healthy and sustainable change.
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Become Your Team’s Guide For Change

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