In my quest to equip people to influence change at work, I strive to stay up to date on what organizations expect from their change managers. I recently searched LinkedIn for jobs with the keywords “change management,” within a worldwide search area. While there are a ton of consulting positions open, I pulled the descriptions of the first 10 jobs that I could determine were internal, non-contract positions. Why? I wanted understand organizations that were making a long-term investment in change management by hiring full time employees to do the job. [Read more…] about What Organizations Look For in a Change Management Professional
In your efforts to influence change at work, you may be making some common assumptions that reduce your effectiveness. These assumptions are blind spots that are lucky if they’re right, but more often, they’re wrong. They prevent you from taking action that would help your change initiative succeed. The following are common assumptions to avoid if you want to be a more influential change agent. [Read more…] about Four Faulty Assumptions Diminish Your Ability to Influence Change
Another year is coming to a close! The following are the most popular posts of 2017 at the Enclaria blog. Which were your favorites, and what did you miss?
Thank you for reading and sharing! What topics would you like to see covered next year? Please reply in the comments.
Organizations often have subtle ways of preventing the very change people say they want to achieve. If you can discover the forces that are keeping your organization from changing, you can unlock them to enable progress.
How do you find local advocates for your project? This story highlights the qualities to look for in a change agent. Once you’ve identified the change agent qualities that will help implement your specific change, you can watch out for them.
Despite our best efforts to influence change, people often don’t transition as easily as we expect them to. Instead of becoming frustrated, try to understand the reason for their response. There’s probably something you can do to help them through it.
Behavior change initiatives often start and end with training and telling. Unfortunately, when you show people what to do without creating the organizational context to support it, any behavior change that does happen will likely be short-lived.
Resistance is becoming a bad word in change management circles lately. Some thought leaders are recommending that we stop focusing on reducing resistance, and focus on developing Readiness instead. Here’s my take.
Want to read more insights about influencing change? Please visit the Enclaria blog.