Resistance to change
Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy.
This cartoon shows the importance of communicating and being prepared for change. Even a “small change” like the cartoon shows can have disastrous consequences if everyone isn’t on the same page. Everyone needs to be on board and in the loop.
Change is a constant in business today – in fact, it’s the only thing that’s guaranteed! Yet, if it’s so common, why do so many organizations get it wrong?
The vast majority of companies continue to just hope that employees of their change initiatives will simply embrace the changes thrust upon them. But that approach hardly ever works.
A compelling story
Change management require a compelling change story, communicating it to employees and following it up with ongoing communications and involvement.
Toxic organizational culture
Watch out for surefire indicators of toxicity! Complacency is a dangerous culture
What if we don’t change
Change is a constant in business today – in fact, it’s the only thing that’s guaranteed! Organizations don’t change. People do – or they don’t
Change isn’t coming, it is already here
It’s becoming increasingly clear that change is not a once-in-a-while thing but something that is going to be happening all the time.
Who wants change? Who wants to change? Who wants to lead change?
Leading transformational change requires an intimate understanding of the human side.
Change management requires leadership clarity and alignment
Many leaders still believe that “we” need to change “them” is the way forward.
Engage people at all levels of the organization
Increasing engagement should be a strategic priority! – Increase engagement when leading change.
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Top 13 change management comic strips — http://www.torbenrick.eu/t/r/hhm
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