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 …

Does this little story sound familiar? “This is a story of four people named Everybody, Somebody, Anybody, and Nobody. There was an important job to be done and Everybody was asked to do it. Everybody was sure Somebody would do it.  Anybody could have done it, but Nobody did it. Somebody got angry about that …