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Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections. The vast majority of companies continue to just hope that employees of their change initiatives will simply embrace the changes thrust upon them. Change management require a compelling change story, communicating it to employees and following it up with ongoing communications and involvement. Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

I was sketching for Visual Harvesting (thanks Martine) some workshops last week at IGO-IFJ about Change Management and Innovation projects in Justicial institutions in Belgium.
Adoption of collaborative technologies, New World of Work, Employee Engagement, Gamification, Appreciative Inquiry, Conversation Management, HR marketing and Visual Harvesting are my main domains.
Enter your email address to subscribe to this blog and receive notifications of new posts by email. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy. Even a “small change” like the cartoon shows can have disastrous consequences if everyone isn’t on the same page.

Does anyone else out there agree that organizations would benefit from an increased awareness of how change management delivers results?

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