People resist change. Leaders often react to the resistance with frustration and intolerance — which does little to inspire employees to embrace change. More resistance often follows, which triggers more leader frustration — a vicious cycle in which change breaks down.
In our change consulting, we help clients address common "pain points," including:
We believe that only a systemic solution — based on maximum appropriate involvement of all stakeholders and a focus on the whole system — offers change leaders the best chance of success.
There is no one right way to lead change, but the biggest single element affecting the success or failure of a change initiative is the people factor. Because people tend to support what they help to create, effective stakeholder involvement is the most important variable in overcoming resistance to change.
We coach change leaders using a systemic model for understanding change in organizations focused on three interconnected areas of responsibility: Direction, Commitment and Capability.
Direction means assuring there is clarity and alignment among the change leaders on vision, goals for change, strategy, leadership behaviors, and decision-making.
Commitment has to do with building support, overcoming resistance and instilling a sense of ownership through maximum appropriate involvement of stakeholders.
Capability focuses on organizational and individual skills necessary to achieve the desired future state — especially capabilities for collaboration and problem solving.
In a large-scale change effort, we work with change leaders to:
Our highly-rated workshop, Facilitating Change®, equips your people with valuable tools for leading change. Learn more