change

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3 Tips to Communication Change That Aren’t Common Practice

In a world where someone can walk into a restaurant, shopping mall, or school and open fire on hundreds of innocent people, where jobs disappear overnight, where cancer appears suddenly on a scan, people grasp for order, stability, and control. They demand the same from communication coming to them––the email, instruction, or announcement should make […]

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4 Comments Employees Hate to Hear From New Leaders

Leaders aim to make their mark on business operations, imprint their philosophies on their staff, leave their legacy on the organization.  They hope the team will remember their leadership as unique, profitable, and pleasant.  Understandable goals. But all too often, new leaders start out with similar clichés and concepts—lines that set their staff members up

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IHHP Brain Diagram

All Change is Personal: How to develop a more agile workforce

It’s an astonishing statistic, but roughly two out of three change initiatives fail to meet their stated targets.  This is significant since most companies must undertake moderate organizational changes at least once a year (and major changes every four or five years) due to disruption from technology, their industry and/or the competition. As a senior

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Managing the Pressure of Change

Enough books have been written and enough information is available that, by now, most leaders and managers understand what they need to do to manage change in their organization. They understand the need to get buy-in, secure credible senior sponsors, persuade key influencers in the organization and communicate, communicate, communicate. Some of the more sophisticated

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