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Lead Change as a New Leader Without Resistance

One challenge for new leaders when it comes to organizational change is balancing their desire to demonstrate their ability to lead with the capacity and readiness of the people they are leading. That's why, when I coach new leaders who are excited to make changes to an established department or organization, I start with three questions...
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Is Your Reorganization Really Done?

I haven't met many people who look forward to reorganizations. They are one of the most challenging and disruptive times for people.
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Three Actions to Reduce the Stress of Change

Change is hard, and it will naturally trigger a stress response. However, when you discover how to navigate change and work with your change response, you can reduce your stress. It is possible to feel in control even when you are not making all the decisions.
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The Transformative Power of Self-Compassion

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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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