https://thinktransition.com/wp-content/uploads/Zinger-Logo.png 383 432 Amanda Turner https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg Amanda Turner2019-03-26 18:13:472019-04-05 14:06:58A Conversation with David Zinger
Our first guest on our Conversation on Change Series is expert David Zinger. We discuss the importance of employee engagement. If you're already a member of our community, you can log-in to view. Not a member? That's okay! Signing up is free and easy.
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 16:58:292019-03-19 12:30:10Six 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/exchange-of-ideas-222787_640.jpg 452 640 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2016-11-07 16:40:092018-09-04 15:53:10Six Characteristics of Healthy Organizational Change
When we talk about any organizational change event whether it’s new technology and process, introducing a new product line, or hiring a new team leader, the conversation almost always around return on investment and a successful implementation. There is no doubt these are important and necessary, but they don’t tell the whole story.
https://thinktransition.com/wp-content/uploads/iStock_000021393129Small-Man-looking-over-chasm.jpg 565 849 dawnmarie https://thinktransition.com/wp-content/uploads/Turner-Change-Management-logo-1.jpg dawnmarie2015-12-17 14:00:462018-05-31 11:23:41Three Benefits High Trust Organizations Have During Change
Few people would argue about the importance of trust in an organization's…