Change management require a compelling change story, communicating it to employees and following it up with ongoing communications and involvement. But in practice there are some pitfalls in achieving the desired impact. What motivates you doesn’t motivate most of your employees. There are two types of change stories consistently told in organizations. The first is …

All change in organizations is challenging, but perhaps the most daunting is changing culture. There are at least two reasons for this: Culture is a soft concept – If there’s no concrete way of defining or measuring culture, then how can you change it? Culture represents collective norms and behaviors – It’s hard enough to …

The first error in change management is failing to emphasize the gravity of the situation. Failure to create a strong sense of urgency causes a change movement to lose momentum before it gets a chance to start. Establishing a true sense of urgency without creating an emergency is the first objective achieved to overcome the …

To right an organization headed for trouble, you need to build a culture that supports strategy implementation. Give employees a reason to care about your customers, their colleagues, and about how to do business right in a world that rewards cutting corners and compromising values. During a turnaround, don’t focus exclusively on distinguishing yourself from …

Every organization is affected by change. Still, organizational change initiatives fail at an alarming rate. This is because most initiatives fail to consider how changes affect the people in an organization. To successfully implement change initiatives, organizational leaders must identify the need for change and communicate it throughout the organization. Engage people at all levels …