Managing change

Instead of labeling people as resistors and dismissing them, we need to work to understand the behaviors and the fears behind resistance to change.

Great chart: Key components for effective change & impact for missing components. #changemanagement #leadership

Here’s the Kubler Ross change curve, one of the most change models. It charts the emotions, morale and competence of your people as change happens to them. #change #changemanagement #management

Kubler Ross - The wider impact of her work has been the understanding that people can also go through grief responses when faced with unexpected life-changes.

Strategic Thinking vs. Tactical Thinking - The key differences, and why it doesn’t need to be one or the other. - Change!

Carole Osterweil explains the SCARF model as a way understand and respond to behaviour – both from yourself and others.

Click here to learn about Kotter change management, including an infographic explaining the Kotter change curve.

This article discusses the management of large organizational changes that may have far-reaching impacts on the organization and its workforce

Some leaders mistakenly believe that change is a one-time event. We like what we know and it can feel really comfortable. But without change, there is no growth. As leaders, we should keep in mind that change is an ongoing event. Change is a continuous process that requires ongoing effort and attention to be successful. Therefore we must both become comfortable with change and with leading change in our organizations. Follow for more leadership tips.

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