Change requires focused effort. Most people focus on the change itself versus thinking through how they’ll manage the change and get people through it. Just because you implement a new system, launch the new product, or move to the new office, that doesn’t mean the change is done. If you’re not carefully planning for how to help your people deal with the change, you run the risk of attrition, project failure, and lower performance across the board. Sixty percent of you report you’re marginal, at best, at managing change. The next time a major change effort comes along, invest the time in planning for that change and dedicating resources to getting your people through it.

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• The Prosci ADKAR Model
  • Awareness
  • Desire
  • Knowledge
  • Ability
  • Reinforcement
• From Change Management to Resiliency
• How you lead determines the followers you attract Leaders can “stop reacting to change and become the agent of change” when they cultivate characteristics such as humility, openness, integrity and an ongoing passion for learning, writes John Thurlbeck. “Those characteristics will draw people to you who are engaged, focused, and willing to go that extra mile and provide a challenge to perceived wisdom.”
• Change Management in 10 Minutes
• Applying the ADKAR Model to New Change Management Work
• Using the ADKAR Model as a Structured Change Management Approach
• 6 Questions About Change Management Methodologies
• Additional Articles
• Change Management and Agile
• Employee surveys measure the wrong thing. Trash them, surveys no longer suffice to measure employee engagement, they overlook factors that are critical to organizational culture such as whether people relate to each other well and have a sense of purpose. Culture is a complex social system, not a single score or whip to be cracked.
• Why “no” should never be an option in change strategy, when getting to “yes” is the only option for change, team members are more likely to rally to the cause instead of finding ways to shoot down new ideas. Transformation is not a one-time event — it is a continual process, requiring constant reminders for everyone to focus on finding a path to yes.
• Steps to a successful change management plan, a successful change management plan is based on a detailed vision that takes advantage of holistic processes and clear communication to drive results. Accountability, support and flexibility are also key components.