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# Enclaria: Influence Change at Work

Equipping individuals and teams to influence organizational change

## Sitemaps

- [XML Sitemap](https://www.enclaria.com/sitemap.xml): Contains all public & indexable URLs for this website.

## Posts

- [Enclaria Blog](https://www.enclaria.com/resources/blog/) - Enclaria provides valuable resources to help you lead change in your organization.
- [Seven Roles of a Change Agent](https://www.enclaria.com/2011/01/06/seven-roles-of-a-change-agent/) - A person who implements organizational change must wear many different hats. Effective change agents demonstrate extraordinary versatility within a broad skill set. The following are some of the roles you may play as you influence change in your organization. Investigate Implementing change is rarely as straightforward as executing obvious activities. Dealing with people's behaviors and
- [Six Roles of a Leader During Change](https://www.enclaria.com/2011/10/06/six-roles-of-a-leader-during-change/) - Successful organizational change depends on leaders - managers and bosses who have direct authority with people going through the change - to support and execute change in their span of influence. Effective leaders acknowledge that their support is crucial to success and commit to doing their part. The following are some of the roles leaders
- [Four Sources of Personal Power in Organizations](https://www.enclaria.com/2011/11/10/four-sources-of-personal-power-in-organizations/) - To be an effective change agent, you must have some power within your organization. In general, power is the energy to make something happen. In the context of an organization, your personal power directly impacts your ability to influence change. Without it, you're just spinning your wheels. Having power provides benefits that help you implement
- [The Secret of Change (Don't Listen to Socrates)](https://www.enclaria.com/2018/10/25/the-secret-of-change-dont-listen-to-socrates/) - The secret of change is to focus all of your energy,not on fighting the old, but on building the new.Socrates I occasionally see the quote above posted on social media feeds. I shake my head each time, because, especially in the context of organizational change, I don't agree with it. But, it's Socrates! How can
- [2012 - The Year in Review](https://www.enclaria.com/2012/12/27/2012-the-year-in-review/) - Thank you for reading my blog this year! I thought I would share a list of the most popular posts for 2012. Have you read them all? The top 5 Enclaria blog posts from this year are: Who Should Influence Up - You or Your Boss? Ten Lessons on Change (and Life) from My 20-year
- [Top Change Articles from 2017 at Enclaria](https://www.enclaria.com/2017/12/19/top-change-articles-from-2017-at-enclaria/) - 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. Two Ways to Overcome Your
- [What Organizations Look For in a Change Management Professional](https://www.enclaria.com/2018/02/12/what-organizations-look-for-in-a-change-management-professional/) - 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
- [Three People Factors to Include in Your Project Timeline](https://www.enclaria.com/2018/05/09/three-people-factors-to-include-in-your-project-timeline/) - People can be the greatest risk to a project timeline. Making sure they are ready to adopt change and not obstruct it takes time and deliberate effort. If left off the schedule, the resulting resistance and confusion can prevent your project from delivering results. Trying to add it later will blow up your budget and
- [Radio Show:  Monitor Your Organization's "Non-Verbal" Communication](https://www.enclaria.com/2010/04/13/radio-show-monitor-your-organizations-non-verbal-communication/) - This morning on The Change Agent's Dilemma radio show, I talked about how most of your organization's communication does not happen through official communication channels. Based on the popular article by the same name, today's show includes additional examples of "non-verbal" communication gone awry. If you want to know why your internal change communication doesn't
- [Interview:  Project Management Office as Change Agent](https://www.enclaria.com/2010/10/26/interview-project-management-office-as-change-agent/) - This morning on The Change Agent's Dilemma, I interviewed Brian Horgan, Project Management Director at United Illuminating, an electric utility in Connecticut. Just two weeks ago, Brian presented "PMO as Change Agent" to the PMI Global Congress. He shares some of the same insights here. Listen in as Brian talks about his experience making the
- [Radio Show:  This is Your Brain on Change](https://www.enclaria.com/2011/10/18/radio-show-this-is-your-brain-on-change/) - My guest today is Dr. Jackie Sherman, CEO of The Jackie Sherman Group, Inc., who has been an organization development consultant for 25 years. She became deeply interested in how the brain works and how that could inform her work with organizations and leaders. Today, we'll find out what she learned and gain practical tips
- [Radio Show:  Transform Performance From Worst to First](https://www.enclaria.com/2011/11/15/radio-show-transform-performance-from-worst-to-first/) - Today's guest is Amir Ghannad, Director, Atlanta Plant and North America Lean Manufacturing/Workplace Excellence at Sunny Delight Beverages Co., who shares the story of how he and his team transformed the performance of the company's Atlanta Plant. In 2006, the Sunny Delight Plant in Atlanta was overwhelmed by an increased level of complexity and a
- [Interview:  Simple Ways to Lead Complex Change](https://www.enclaria.com/2012/09/18/interview-simple-ways-to-lead-complex-change/) - The Change Agent's Dilemma show is back after a summer hiatus! This month, my guest is Todd VanNest, founder and principal at Last Word on Change®, who shares simple ways to lead complex change. Listen in to hear what makes change complex, and learn the four choices you can make that will keep change simple.
- [Primary and Secondary Impacts of Change (or Google's Oversight in Sunsetting Google Reader)](https://www.enclaria.com/2013/03/18/primary-and-secondary-impacts-of-change-or-googles-oversight-in-sunsetting-google-reader/) - Last week, Google announced that as of July 1, 2013, it was sunsetting its Reader application, which millions of people use to subscribe to and read blogs. Forty percent of my blog subscribers use Google Reader, so there's a good chance you are one of them. As a Google Reader user, I was surprised at
- [Interview:  How to Implement Change With Smooth Transitions](https://www.enclaria.com/2013/05/30/interview-how-to-implement-change-with-smooth-transitions/) - Returning guest Brian Horgan, Project Director at United Illuminating, an electric utility in Connecticut, visits the show to share a story of a successful enterprise-wide project, and how he and his team focused on facilitating smooth transitions to implement change. In this episode, you will hear how his project team realized they needed to use
- [Interview:  Managing Change in Today's Dynamic Global Economy](https://www.enclaria.com/2014/04/24/interview-managing-change-in-todays-dynamic-global-economy/) - In this episode, Supriya Desai, Principal at ASC* Advisory, shares why in today's global business environment -- characterized by volatility, uncertainty, chaos and ambiguity -- we must step up our role as change practitioners to develop our organizations to be change-agile. Listen to the show here (30 minutes): Be sure to visit the podcast page
- [Interview:  CQ:  How to Develop Your Change Intelligence](https://www.enclaria.com/2014/06/19/interview-cq-how-to-develop-your-change-intelligence/) - What's your CQ? This month, Barbara Trautlein, author of Change Intelligence and Principal at Change Catalysts, joins the show to discuss the types of change intelligence and how to develop yours to become more influential at work. Download the white paper Barbara mentioned here: Five Strategies for Leading Change in Challenging Times. Listen to the
- [The Change Agent's Dilemma Radio Show - 2014 Episodes](https://www.enclaria.com/2014/12/23/the-change-agents-dilemma-radio-show-2014-episodes/) - This year on The Change Agent's Dilemma radio show, fantastic guests joined the show to share their wisdom, experience and tips for how to influence change at work. Here's the list of topics we discussed. Click through to listen to each episode, visit the radio show page, or subscribe to the podcast on iTunes. A
- [Interview:  How to Deal With Difficult People](https://www.enclaria.com/2015/05/19/interview-how-to-deal-with-difficult-people/) - This month's guest, Dee Daley, is a business leader with a 20-plus year record of leading organizational change initiatives for corporations including GE Healthcare, GE Capital and Office Depot. She recently presented on the topic of How to Deal With Difficult People at the ACMP Change Management 2015 Global Conference. As change management professionals our
- [Interview: Get Invited to the Strategy Table](https://www.enclaria.com/2015/08/19/interview-get-invited-to-the-strategy-table/) - There's nothing more frustrating than to be given a goal by senior leadership only to realize that had they consulted your team, they may have developed a much more meaningful goal or altered the strategy completely to optimize the outcome. How do internal teams that provide services to the lines of business (HR, Technology, Legal,
- [Influence Change at Work Radio Show - 2015 Episodes](https://www.enclaria.com/2015/12/22/influence-change-at-work-radio-show-2015-episodes/) - This year on the Influence Change at Work radio show, fantastic guests joined me to share their wisdom, experience and tips. Here's the list of topics we discussed. Click through to listen to each episode, visit the radio show page, or subscribe to the podcast on iTunes. Thank you to all my guests for sharing
- [Four Types of Change Readiness](https://www.enclaria.com/2016/07/27/four-types-of-change-readiness/) - Change readiness. What does that mean? For the longest time, I avoided using that term because it felt like a chicken-or-egg kind of situation. If people were fully "ready" for change, then they would've already changed. And you can't measure readiness before introducing change, because the mere act of measuring would in fact introduce change.
- [What Does It Really Mean to Be Change-Ready?](https://www.enclaria.com/2017/01/26/what-does-it-really-mean-to-be-change-ready/) - A fellow change practitioner recently shared the story of a friend who is a health care consultant. On a recent project, the consultant was assisting a hospital with the reconfiguration of nurses' workstations. If you've been in the corporate world any length of time, you have probably been the recipient (victim?) of a workstation reconfiguration.
- [Encountering Resistance to Change? Here's Why That's a Good Thing](https://www.enclaria.com/2019/01/23/encountering-resistance-to-change-heres-why-thats-a-good-thing/) - The dictionary definition of Resistance is: Any force that slows down or prevents motion. Resistance is a scientific term that stems from Newton's laws of motion. An object in motion stays in motion until subjected to an outside force. For every action, there is an equal and opposite reaction. Resistance plays a crucial part in
- [How to Help Managers Communicate Change](https://www.enclaria.com/2019/04/29/how-to-help-managers-communicate-change/) - One of the primary avenues for influencing change is to communicate, communicate, communicate. Unfortunately, communication can't all come from a centralized, official source to ensure it stays aligned and accurate. You need managers throughout the organization to communicate change to demonstrate its importance and to make it more relevant for their teams. The challenge is
- [What Happens When People Are Not Ready for Change?](https://www.enclaria.com/2019/08/08/what-happens-when-people-are-not-ready-for-change/) - One of the participants in my Fundamentals of Influencing Change at Work course said there was a leader in her organization whose approach to implementing change was: "Just change it and people will figure it out." The tech industry does this to people all the time. You log into an app or social media platform
- [How to Properly Leverage Authority to Lead Change](https://www.enclaria.com/2019/10/08/how-to-properly-leverage-authority-to-lead-change/) - I recently caught up with a Sustainability Manager who had attended my Fundamentals of Influencing Change at Work course last year. When I asked how things were going, she said, "What a difference a leader's attention makes!" At the time of the class, she was fighting an uphill battle to get people in the organization
- [Five Kinds of Impacts to Assess Before Implementing Change](https://www.enclaria.com/2020/01/09/five-kinds-of-impacts-to-assess-before-implementing-change/) - When change is introduced into an organization, by definition, it will have an impact. Hopefully, that impact will be the one that's intended. However, if you don't predict and direct that impact before the change is introduced, it will create unnecessary disruption and cause unintended consequences. The organization may reject it and go back to
- [Predicting How People Will Cope With Change](https://www.enclaria.com/2020/02/27/predicting-how-people-will-cope-with-change/) - An organization that had undergone years of tremendous growth realized that they had outgrown their purchasing spending rules. Too many people had authority to spend large amounts without approval or coordination. Spending was out of control, and the purchasing department decided it would rein it in by changing the spending rules. Under the new rules,
- [The Two Things Change Agents Need to Be Good At](https://www.enclaria.com/2020/04/07/the-two-things-change-agents-need-to-be-good-at/) - When it comes down to it, there are really only two things change agents need to be good at in order to bring about results for their organizations. Designing change and influencing change. Designing change is the upfront investigation and planning that goes into figuring out an approach that is likely to work. Influencing change
- [Interview:  How to Engage Remote Employees in Change](https://www.enclaria.com/2020/05/27/interview-how-to-engage-remote-employees-in-change/) - Even before the pandemic, engaging remote employees in change initiatives was a hot topic. In this episode of the Influence Change at Work™ Show, Dr. Douglas Williams shares his research and experience about working with people who are not collocated with each other. Listen in to hear the challenges and considerations for engaging remote employees in
- [Interview:  Organizational Communication in a Time of Disruption](https://www.enclaria.com/2020/06/17/interview-organizational-communication-in-a-time-of-disruption/) - In this episode of the Influence Change at Work™ Show, Caroline Kealey, Principal and Founder of Results Map®, shares the important principles to keep in mind when communicating during a time of disruption. Listen in to hear how disruption affects communication, and even how it creates opportunities for better communication. Listen to the podcast: To
- [The One Thing That Defines a Culture of Change](https://www.enclaria.com/2020/07/21/the-one-thing-that-defines-a-culture-of-change/) - The topic for this quarter's #changeblogchallenge is Change Culture. I started writing a list of the things that would describe an organization where change would be easier than most. Where change would be faster, smoother, and cause less disruption and pain. In other words, an organization with a culture of change. The elements of this
- [Three Signs of Resistance That Are Really Engagement](https://www.enclaria.com/2020/10/08/three-signs-of-resistance-that-are-really-engagement/) - People respond in a lot of different ways when they encounter change. When we are the one trying to implement that change, some of the responses can be frustrating, especially when they seem to challenge us. When that happens, we usually call it resistance. You can lump resistant responses to change into three categories: active
- [Change Reboot:  How to Recover When Your Project Gets Off to a False Start](https://www.enclaria.com/2016/02/03/change-reboot-how-to-recover-when-your-project-gets-off-to-a-false-start/) - Ever get through part or all of a change implementation and discover that it didn't quite take? You thought you were done, but people are still doing things the old way and the benefits have not been fully realized? If so, it's likely your change got off to a false start. The initiative has run
- [Salty to Sweet:  The Transformation of Mount Franklin Foods](https://www.enclaria.com/2013/07/09/salty-to-sweet-the-transformation-of-mount-franklin-foods/) - This article is also available as a 1-page pdf document. For Mount Franklin Foods, a candy and snack manufacturer headquartered in El Paso, Texas, the years leading up to 2011 were tumultuous. A revolving leadership door had ushered four CEOs in and out in two years. When CEO Gary Ricco joined the company in May
- [Ensure Smooth Transitions for Successful Change](https://www.enclaria.com/2013/01/08/ensure-smooth-transitions-for-successful-change/) - The United Illuminating Story For more than 100 years, United Illuminating provided electricity to its customers in Connecticut through distributed operations. A few years ago, the company embarked on a strategic initiative to bring everyone under one roof in a brand new Central Facility. Although construction was moving along smoothly, it became apparent to the
- [Change Management's Missing Piece](https://www.enclaria.com/2010/11/04/change-managements-missing-piece/) - If you read enough books or attend enough training on leadership and change management, you start to realize they all say essentially the same thing. But if everyone knows how to do it, then why does it still feel like pushing a huge boulder uphill? Why do more than two-thirds of change initiatives fail to
- [Five Ingredients of a Successful Internal Change Management Program](https://www.enclaria.com/2014/02/06/five-ingredients-of-a-successful-internal-change-management-program/) - As change becomes ubiquitous in the workplace, more organizations are developing internal change management capability to help keep the pace. Rather than leaving change implementation up to individual departments and projects, some organizations are opting for a more structured process and a standardized set of tools to help ensure success. The following are five steps
- [Five Focus Areas for Implementing Change Without Getting Stuck](https://www.enclaria.com/2013/09/17/five-focus-areas-for-implementing-change-without-getting-stuck/) - Last week, I hosted a free webinar called "How Change Gets Stuck." In the webinar, I shared ten ways change gets stuck - that is, ten things we do or things we let happen as change practitioners that make our initiative lose traction. Watch the webinar to see which of the ten ways may be
- [Five Key Responsibilities of a Change Manager](https://www.enclaria.com/2015/02/04/five-key-responsibilities-of-a-change-manager/) - When you find yourself responsible for managing a change project at work, you might wonder what you've gotten yourself into. It quickly becomes clear that the task is not as simple as letting people know what they should do and then standing back to let it happen, especially when you don't have authority among those
- [The Fourth Dimension of Change Management](https://www.enclaria.com/2015/10/01/the-fourth-dimension-of-change-management/) - Earlier this week, James Lawther shared his story of researching change management models in order to expand his toolkit beyond the initial training he had received. As a result of his search, he discovered that change management models typically cover one of three different dimensions: Process (how change happens), People (what people experience during change),
- [How to Sustain Change After You're Gone](https://www.enclaria.com/2021/06/10/how-to-sustain-change-after-youre-gone/) - A new change management lead and external consultant recently asked: Our change management team is rolling off a project soon as all remaining departments go live. How do we help the organization manage their implementation once we are out of the picture? Great question! Change managers often move from project to project, even when working
- [The Intersection of Change Management and Design Thinking](https://www.enclaria.com/2021/05/12/the-intersection-of-change-management-and-design-thinking/) - I've recently partnered with DesignThinkers Group, USA to explore how the disciplines of Design Thinking and Change Management can expand the impact of both. This Venn diagram highlights some of the similarities and differences between Design Thinking and Change Management. I'll explore these at a high level below. Design Thinking applies the principles of Human-Centered
- [Adding Change Management to an Existing Project](https://www.enclaria.com/2021/04/14/adding-change-management-to-an-existing-project/) - In my latest Fundamentals of Influencing Change at Work course, one of the participants asked a question: How do I integrate change management into the structure of a project that's already happening? He explained the feeling like this: "I feel like I'm standing at a train station and the train is already moving at 100
- [Change Projects vs. Organizational Change](https://www.enclaria.com/2021/03/09/change-projects-vs-organizational-change/) - Are you implementing a change project, or are you implementing organizational change? It's an important distinction that may impact the success of your initiative. For example: Are you implementing a process improvement methodology, or are you creating a continuous improvement culture? Are you implementing a product innovation, or are you fostering an entrepreneurial spirit? Are
- [The Four Stages of Change Management](https://www.enclaria.com/2021/01/12/four-stages-of-change-management/) - I took my daughter to an orthodontist appointment yesterday to see when she should get her second round of braces. Yes, she has to get braces again! She had braces for most of 2019, and by the end, her teeth had all been straightened. Then she had the braces off for most of 2020, and
- [Top Change Articles of 2020 at Enclaria](https://www.enclaria.com/2020/12/29/top-change-articles-of-2020-at-enclaria/) - The year is finally coming to a close! The following are the five most popular posts of 2020 at the Enclaria blog. Only two of them are pandemic-related. 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
- [When Good Leadership Masks Resistance](https://www.enclaria.com/2020/12/10/when-good-leadership-masks-resistance/) - I recently heard a story about a new process and system implementation. By all measures, the implementation went well at first. Then, there was a change in leadership, and everything started falling apart. It's a common scenario, and the lesson is usually about gaining support from the new leader. But, that was not the lesson
- [Four Emotions That Keep People From Embracing Change](https://www.enclaria.com/2020/11/10/four-emotions-that-keep-people-from-embracing-change/) - As much as we'd like people to respond logically and rationally to change, they really respond emotionally. It's the human experience to interpret what's happening based on how it makes us feel. Change at work, whether it's a new technology, a reorg, a process improvement, or a merger, is no different. Unfortunately, several of the
- [Interview:  Resistance, Leadership, and Change](https://www.enclaria.com/2020/09/29/interview-resistance-leadership-and-change/) - Normally, I'm the one interviewing guests for the Enclaria podcast. But this time I was invited to be a guest on the New England Lean Podcast, hosted by Paul W. Critchley. We covered a lot of ground about influencing change, including what to do about resistance, and how to get leaders to actually lead. Listen
- [Two Types of Behavior to Influence for Change to Happen](https://www.enclaria.com/2020/09/01/two-types-of-behavior-to-influence-for-change-to-happen/) - During change, there are two types of behavior we need to influence in order to get the result we're striving for. I'll call them Future State Behaviors and Change Behaviors, to describe their relationship to the change initiative. Future State Behaviors In order for the change to be considered successful, people need to adopt new
- [Implementing Change Until Things "Get Back to Normal"](https://www.enclaria.com/2020/08/26/implementing-change-until-things-get-back-to-normal/) - I'm in the middle of teaching an 11-part online course called Fundamentals of Influencing Change at Work. Even before the pandemic, I taught the course online to people from around the world. Participants in the course bring their projects to the class each session and work through a variety of exercises using PowerPoint templates, so
- [Why Leaders Mess Up When Communicating Change](https://www.enclaria.com/2020/08/11/why-leaders-mess-up-when-communicating-change/) - More than anyone else in an organization, what leaders say matters. During change especially, people watch and listen to leaders because they want clarity and certainty about what's happening. And it's not just top leaders who matter. It's managers at all levels who we need to lead change within their teams. To do that, we
- [99 Ways to Change Behavior](https://www.enclaria.com/2020/07/07/99-ways-to-change-behavior/) - This year marks the 10th anniversary of the publication of my book, 99 Ways to Influence Change. The book briefly describes all the methods we have at hand to get things done by helping people change. Public health officials agree that one of the key ways we can help prevent the spread of coronavirus is
- [What to Do About a Ghost Leader](https://www.enclaria.com/2020/06/04/what-to-do-about-a-ghost-leader/) - Have you ever worked with a leader who never returned emails or answered phone calls, always rescheduled meetings, and in general seemed like a ghost? It can be especially frustrating when you're working remotely and have no way of stopping by their office to force them to interact with you. When implementing change, you need
- [Change Management for Reopening Offices](https://www.enclaria.com/2020/05/12/change-management-for-reopening-offices/) - Due to the coronavirus pandemic, change happened overnight. Offices and other locations closed, and people were forced to work from home. Now, in some areas, offices are starting to open back up again. The question is: Will people easily go back to their old normal (with safety precautions, of course), or will they prefer to
- [The State of the Change Profession - 2020 Pandemic](https://www.enclaria.com/2020/04/30/the-state-of-the-change-profession-2020-pandemic/) - People have been asking me what I'm seeing in the industry as a result of the coronavirus pandemic. Based on people I've talked with, so far here are the trends I've noticed: Internal change practitioners are still employed, although their focus has shifted away from their in-process projects to helping their organizations transition to remote
- [Interview:  How Change is Changing](https://www.enclaria.com/2020/04/14/interview-how-change-is-changing/) - In this episode, Lena Ross, author and Founder of Change Hacks, shares how the practice of change management needs to adapt itself to the current business environment. Listen in to hear the key skills you should develop to stay relevant as the pace of change continues to increase. Listen to the podcast: Here's an image
- [How Change Practitioners Can Be Useful During an Emergency](https://www.enclaria.com/2020/03/31/how-change-practitioners-can-be-useful-during-an-emergency/) - There were no change management plans for this pandemic. And yet, organizations have changed, virtually overnight, because they had to. They've changed when, where, and how they work, they've altered supply chains and delivery methods, or they just had to stop altogether and wait for this to pass. It kind of looks like change management
- [Interview:  How to Use the Science of Persuasion to Sell Change](https://www.enclaria.com/2020/03/17/interview-how-to-use-the-science-of-persuasion-to-sell-change/) - In this episode, Brian Ahearn, Chief Influence Officer at Influence PEOPLE, LLC, shares the principles of persuasion and how to use them to affect change in organizations. Listen in to hear practical ways to apply the principles, and find out which one is the most powerful. Listen to the podcast: To catch future episodes, subscribe
- [Introducing Enclaria Change Academy Mini-Courses](https://www.enclaria.com/2020/03/11/introducing-enclaria-change-academy-mini-courses/) - Are you struggling a bit to implement change at work, but you'd rather find a solution to your specific problem without taking a comprehensive course? Introducing new video mini-courses at Enclaria Change Academy! These short courses provide practical and proven solutions to the biggest challenges of influencing change in organizations. Each topic is broken into 2-5 minute videos,
- [How to Approach Change-Resistant Groups](https://www.enclaria.com/2020/03/05/how-to-approach-change-resistant-groups/) - In my classes, I am occasionally asked what to do about change-resistant groups or organizations. The question usually seems defeatist, even though they are asking me for the secret sauce that will fix the situation. When asked for more detail about these groups or organizations, there are common themes that come up: The first theme
- [Interview:  How to Drive Engagement in Organizations](https://www.enclaria.com/2020/02/11/interview-how-to-drive-engagement-in-organizations/) - In this episode, Tracy Reznik, Director with Jabian Consulting, shares six elements that drive engagement in organizations. Listen in to learn why engagement is crucial for implementing change, and what you can do to boost engagement for your change initiative. Listen to the podcast: To catch future episodes, subscribe here:
- [What Organizations Look For in a Change Management Professional:  2020](https://www.enclaria.com/2020/02/04/what-organizations-look-for-in-a-change-management-professional-2020/) - Two years ago, I did a small research project to answer the question: What do organizations look for in a change management professional? To learn the answer, I searched LinkedIn for jobs with the keywords “change management,” within a worldwide search area. Then, I pulled the descriptions of the first 10 jobs that I could
- [Four Invisible Dynamics You Must See to Change Your Organization](https://www.enclaria.com/2020/01/21/four-invisible-dynamics-you-must-see-to-change-your-organization/) - Ever wonder why your organization doesn't change as much as you expect, despite your best efforts? Your organization is perfectly designed to achieve the results it's currently getting. If you want to change the results, then you have to change the way the organization achieves those results. The trouble is that the intertwining factors that
- [Top Change Articles of 2019 at Enclaria](https://www.enclaria.com/2019/12/17/top-change-articles-of-2019-at-enclaria/) - Another year is coming to a close! The following are the most popular posts of 2019 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. 1. Seven Essential Traits of
- [Four Fundamental Responses to Change](https://www.enclaria.com/2019/12/10/four-fundamental-responses-to-change/) - Everyone responds to change differently. It depends on their history, the change in question, and even their mood that day. And yet, there is a pattern to how people respond. To help illuminate the responses to change, let's take a simple look at change itself. By definition, change requires moving away from the current state
- [Interview:  When Change Requires a Layoff](https://www.enclaria.com/2019/04/16/interview-when-change-requires-a-layoff/) - The Influence Change at Work™ Show is back! After hosting 89 podcast episodes, I had to take a break for a while. During the hiatus, I found I missed learning from the conversations I had with guests and sharing them with you. So, I've started up the show again. I hope you enjoy episode 90!
- [Interview:  Combine Research and Practice with Evidence-Based Change Management](https://www.enclaria.com/2017/08/15/interview-combine-research-and-practice-with-evidence-based-change-management/) - In this episode, industrial-organizational psychology consultant Paul Thoresen shares how to combine research with practice when it comes to organizational change. Listen in to hear why you'd want to take an evidence-based approach to change, and what barriers stand in the way. You'll also hear examples and where you can find research to help inform
- [Interview:  Prosilience:  Prepare for Change Before It Happens](https://www.enclaria.com/2017/06/14/interview-prosilience-prepare-for-change-before-it-happens/) - In this episode, Dr. Linda Hoopes, author of Prosilience: Building Your Resilience for a Turbulent World, joins the show to share how you can prepare yourself and others for change before it happens. Listen to the interview to hear the strategies for coping with challenges, how to build resilience muscles, and how not to blindside
- [Interview:  Driving People vs Driving Change](https://www.enclaria.com/2017/03/21/interview-driving-people-vs-driving-change/) - In this episode, April Mills, Change Coach at Intel and author of Everyone Is a Change Agent, describes the difference between driving people and driving change, and how making the simple shift can make a significant impact in your organization. Listen in to hear why driving people doesn't work, and how driving change is a
- [Interview:  Organization Design for Change](https://www.enclaria.com/2017/05/17/interview-organization-design-for-change/) - In this episode, Karen Tate, an organization development consultant with years of experience in global organization design, joins the show to share her approach to designing organizations for change. Listen to the interview to hear about the factors to consider in organization design, the common challenges to implementing org design changes, and Karen's approach to
- [Interview:  How Millennial Myths Impact Workplace Change](https://www.enclaria.com/2017/04/20/interview-how-millennial-myths-impact-workplace-change/) - This month, Crystal Kadakia, author of The Millennial Myth, shares how we can transform misunderstanding into workplace breakthroughs. Listen in to hear common misconceptions about the different generations at work, and learn how to leverage Millennials' strengths to support digital transformation. Be sure to visit the podcast page to listen to past episodes and subscribe
- [Interview:  The Integration of Change Management and Knowledge Management](https://www.enclaria.com/2017/02/15/interview-the-integration-of-change-management-and-knowledge-management/) - In this episode, Katy Saulpaugh, Practice Lead at Enterprise Knowledge LLC, shares her experience with applying change management to knowledge management projects. Listen in to hear the common challenges of knowledge management projects, with examples and tips for how to address them.
- [Interview:  Enable Change With The Purpose Effect](https://www.enclaria.com/2016/05/31/interview-enable-change-with-the-purpose-effect/) - In this episode, Dan Pontefract, bestselling author of Flat Army, joins the show to discuss his new book, The Purpose Effect: Building Meaning in Yourself, Your Role, and Your Organization. We'll discuss the three categories of purpose, and how they work together to enable organizational change. Listen to the show here (30 minutes): Be sure
- [Interview:  Implementing Change in Sub-Saharan Africa](https://www.enclaria.com/2016/04/20/interview-implementing-change-in-sub-saharan-africa/) - In this episode, Glory Enyinnaya joins the show from Nigeria, where she is the Manager of the Centre for Research in Leadership and Ethics at the Lagos Business School. Listen in as she shares her research and experience about implementing change in Sub-Saharan Africa. We'll explore the challenges of implementing change in a developing country,
- [Interview: Building an Optimistic Workplace](https://www.enclaria.com/2016/03/22/interview-building-an-optimistic-workplace/) - This episode's guest is Shawn Murphy, CEO and Co-Founder of Switch & Shift. In his book, The Optimistic Workplace, Shawn defines the Origins of Optimism as purpose, meaningful work, and extraordinary people. Listen in as Shawn shares how to develop an optimistic workplace and why you'd want to. Plus I'll ask him how an optimistic
- [Interview: Shifting Organizational Culture Through Performance Management](https://www.enclaria.com/2015/12/16/interview-shifting-organizational-culture-through-performance-management/) - This month's guest, Marnie Green, is Principal Consultant at Management Education Group, Inc. and author of both Painless Performance Evaluations and Painless Performance Conversations. Listen in as she shares examples of organizations who have seen shifts in culture as a result of a new performance management process and supporting technology. Listen to the show here
- [Interview: Lean Into Authentic Leadership](https://www.enclaria.com/2015/11/19/interview-lean-into-authentic-leadership/) - This month's guest, leadership consultant and executive coach Aaronde Creighton of Pique, shares why and how to be your true self at work when you're leading change. Leave the mask at home and let your real leadership show up! Listen to the show here (30 minutes): Be sure to visit the podcast page to listen
- [Interview: Grumblers to Allies - Gain Support for Change With The Energy Bar™](https://www.enclaria.com/2015/10/28/interview-grumblers-to-allies-gain-support-for-change-with-the-energy-bar/) - Rick Maurer, author of Beyond the Wall of Resistance, returns to the show to discuss how to gain support for change, especially how to move people from being grumblers to becoming allies using a tool called The Energy Bar™. Listen to the show here (30 minutes): You can watch a 3-minute video about using the
- [Interview:  Beware of Bad Change Management](https://www.enclaria.com/2015/09/16/interview-beware-of-bad-change-management/) - There are a lot of change management experts and approaches to choose from. How can you tell the good ones from the bad ones? Beth Banks Cohn, President and Founder of ADRA Change Architects, joins the show to warn us of the red flags to watch out for, and share the hallmarks of good change
- [Interview:  Communicating Change With the Results Map](https://www.enclaria.com/2015/04/28/interview-communicating-change-with-the-results-map/) - Caroline Kealey, Owner and Principal at Ingenium Communications, joins the show this month to share the Results Map, her tool for developing communications. Listen in to hear the key elements of the Results Map and how to use it to communicate change, including how to evaluate whether your communication is working. Listen to the show
- [Interview:  Creating a Deliberately Developmental Organization](https://www.enclaria.com/2015/03/17/interview-creating-a-deliberately-developmental-organization/) - Andy Fleming, CEO & Founding Principal at Way to Grow, Inc. joined the show this month to tell us about Deliberately Developmental Organizations. Listen to learn what they are, and why you'd want your organization to be one, and how to go about implementing it in your organization. Listen to the show here (30 minutes):
- [Interview:  Forget Work-Life Balance... It's Role Integration](https://www.enclaria.com/2015/02/17/interview-forget-work-life-balance-its-role-integration/) - As the lines between our work and the rest of our lives blur, it seems more difficult to navigate and differentiate between the two. According to this month's guest, Dr. Jane Goldner, author of You Can Have YOUR All, the key is not work-life balance, it's role integration. Tune in to hear how to know
- [Interview:  How to Make Waves at Work](https://www.enclaria.com/2015/01/20/interview-how-to-make-waves-at-work/) - This month, my guest is Patti Johnson, CEO of PeopleResults and author of Make Waves: Be the One to Start Change at Work and in Life. She shares how to be a difference-maker who implements lasting change at work. Listen in to hear how to know when to start a wave, what the elements of
- [Interview:  IGNITE Your Communication Style to Gain Influence and Impact](https://www.enclaria.com/2014/12/16/interview-ignite-your-communication-style-to-gain-influence-and-impact/) - In this episode, Debora McLaughlin, author of The Renegade Leader and Running in High Heels, joins the show to share her easy to remember I.G.N.I.T.E. model for increasing your influence and impact at work. Listen in to also learn how communication impacts your influence, and how you can evaluate whether you might need to alter
- [Interview:  Change-Friendly Leadership](https://www.enclaria.com/2014/11/18/interview-change-friendly-leadership/) - Bestselling author Rodger Dean Duncan of Duncan Worldwide shares nuggets of wisdom from his book, Change-Friendly Leadership: How to Transform Good Intentions into Great Performance. Listen to hear what Dr. Duncan calls the Four T's: key leadership behaviors that drive change. Listen to the show here (30 minutes): Be sure to visit the podcast page
- [Interview:  The Four Workplace Conversations](https://www.enclaria.com/2014/10/14/interview-the-four-workplace-conversations/) - In this episode, workplace communication expert Skip Weisman shares the four conversations that happen at work, three of which create low morale, low productivity and kill profits. Which one works? Listen to find out The Four Workplace Conversations, how and why they occur and specific strategies to move to the one "right" conversation. Listen to
- [Interview: How to Measure and Maximize Alignment in Your Change Initiatives](https://www.enclaria.com/2014/09/24/interview-how-to-measure-and-maximize-alignment-in-your-change-initiatives/) - Ever wonder if people in your organization are really on the same page when it comes to change? In this episode, Michael Taylor of SchellingPoint shares a way to measure and maximize alignment in your change initiatives. We discuss why alignment is important, who needs to be aligned, how to tell if you have alignment
- [Interview:  Leading Change With and Without Authority](https://www.enclaria.com/2014/08/21/interview-leading-change-with-and-without-authority/) - Like many change agents, this month’s guest had a unique career path that brought him to that role. Danny Peterson was CEO of a large nonprofit organization. When he retired, he went back to work — this time as the Manager of Global Continuous Improvement within a Fortune 500 company. In this episode, we’ll explore
- [Interview:  How to Avoid and Manage Change-Related Overload](https://www.enclaria.com/2014/07/22/interview-how-to-avoid-and-manage-change-related-overload/) - In this episode, Dr. Linda Hoopes, President at Resilience Alliance, returns to the show to discuss the impact of change-related overload. She'll share tips on how to avoid it, and how to manage it when you can't. She answers questions like: Why does change cause overload? How can you tell when people are overloaded? How
- [Interview:  Using the Power of Conversations to Influence Change](https://www.enclaria.com/2014/05/15/interview-using-the-power-of-conversations-to-influence-change/) - In this episode, Ankit Patel, Managing Partner of The Lean Way Consulting, discusses how to use the natural information flows in your organization to influence change. Listen in to learn the different types of conversations that happen in organizations, and how to tap into them to get people talking about the right things. Listen to
- [Interview: Modernizing Change Management with Agile and Lean Practices](https://www.enclaria.com/2014/03/18/interview-modernizing-change-management-with-agile-and-lean-practices/) - Jason Little, author of Lean Change Management, joins the show this month to discuss his collection of innovative practices for managing organizational change. He combines ideas from many communities, including the Lean Startup, Agile and Lean worlds, to create an adaptable and scalable model for managing the complexity of change in today's world. Listen to
- [Interview:  Design Breakthrough Change Communication](https://www.enclaria.com/2014/02/18/interview-design-breakthrough-change-communication/) - In this episode, Dotty Posto, President of Posto Management Consulting, shares how to use creativity to design breakthrough change communication. Listen in to learn how to gain attention in the sea of information in today's workplace. Listen to the show here (30 minutes): Be sure to visit the podcast page to listen to past episodes
- [Interview:  Debunking the 70% Failure Rate of Change Initiatives](https://www.enclaria.com/2014/01/21/interview-debunking-the-70-failure-rate-of-change-initiatives/) - It's probably the most-quoted statistic about organizational change: 70% of change initiatives fail. But what does that mean? Where did that number come from? And is it even true? Jennifer Frahm, Director of Conversations of Change, joins the show from Australia to discuss the history and dispell the myth that many accept as fact. Listen
- [Interview: Measuring Resistance to Change with the LOE Index](https://www.enclaria.com/2013/12/17/interview-measuring-resistance-to-change-with-the-loe-index/) - My guests this month are Dr. Victoria Grady, President and Principal Consultant at PivotPoint Business Solutions and creator of the LOE Index, and Jinnie Lee Schmid, an independent consultant certified to administer and interpret the LOE Index. In this episode, Victoria shares how the LOE (Loss of Effectiveness) Index identifies those behaviors, perceptions, and attitudes that
- [Interview:  How to Host Team Meetings So Real Change Happens](https://www.enclaria.com/2013/11/21/interview-how-to-host-team-meetings-so-real-change-happens/) - My guest this month is Molly Breazeale of AlignED, LLC, who will share her tips for helping teams make better decisions that support change. In this episode, you'll learn why getting a group together to work on your project doesn't guarantee change will happen. Plus, you'll hear practical approaches to facilitating meetings that help your
- [Interview:  Bankable Leadership: Happy People and Bottom-Line Results](https://www.enclaria.com/2013/10/15/interview-bankable-leadership-happy-people-and-bottom-line-results/) - My guest this month is organizational psychologist, speaker and best-selling author Dr. Tasha Eurich, who shares insights from her new book, Bankable Leadership. In this episode, you'll learn why you don't have to choose between happy people and getting results - and how Bankable Leaders are able to achieve both. Listen to get practical leadership
- [Interview:  Supporting Change with Accelerated Talent Management](https://www.enclaria.com/2013/09/19/interview-supporting-change-with-accelerated-talent-management/) - Dr. Bill Rothwell, Professor of Workforce Education and Development in the College of Education at Penn State University, joins the show this month to discuss how to support organizational change with Accelerated Talent Management. Listen to hear about a new approach to talent management that helps organizations link talent to change, and hear some of
- [Interview:  Implementing Change Management at ESPN](https://www.enclaria.com/2013/07/29/interview-implementing-change-management-at-espn/) - My guest this episode is Tonya Cornelius, Vice President of Learning and Organizational Development at ESPN. In this episode, she tells the story of how they implemented a custom change management approach at the sports TV network. Listen to hear how she decided to develop a custom change management approach, what the approach entails, and
- [Interview:  Finding Your Change Agent Voice with Daryl Conner](https://www.enclaria.com/2013/06/24/interview-finding-your-change-agent-voice-with-daryl-conner/) - My guest this month is Daryl Conner, internationally recognized leader in organizational change and author of Managing at the Speed of Change and Leading at the Edge of Chaos. In this episode, he shares how being a change agent is about more than what you do -- it's about who you are. Listen to this
- [Interview:  Building a Remarkable Culture](https://www.enclaria.com/2013/04/23/interview-building-a-remarkable-culture/) - This month on The Change Agent's Dilemma, guest Tim Kuppler and I discuss building a remarkable culture. Tim is former President of Denison Consulting and founder of The Culture Advantage. In this episode, you'll hear the hallmarks of a remarkable culture and learn the steps you can take to build a remarkable culture in your
- [Interview:  How to Get Things Done When You Feel Powerless](https://www.enclaria.com/2013/03/19/interview-how-to-get-things-done-when-you-feel-powerless/) - In this 50th episode of The Change Agent's Dilemma, my guest is Karen Steinberg, founder of The Possibility Practice, who shares How to Get Things Done When You Feel Powerless. Listen to this episode to hear situations that cause people to feel powerless at work, and learn what you can do when you feel like
- [Interview: How to Say Anything to Anyone](https://www.enclaria.com/2013/02/19/interview-how-to-say-anything-to-anyone/) - Today on The Change Agent's Dilemma, I welcome Shari Harley, president of Candid Culture, who shares tips and insights from her new book, How to Say Anything To Anyone. Tune in to learn why candor is so important when you want to influence change. Hear the steps that will help you build candid relationships at
- [Interview: Gaining Agreement on a Blueprint for Change](https://www.enclaria.com/2013/01/15/interview-gaining-agreement-on-a-blueprint-for-change/) - In this episode of The Change Agent's Dilemma, Martha Greenway, former Deputy Superintendent of Fulton County Schools in Georgia, recounts a fascinating story about gaining agreement on a blueprint for change as she lead the initiative for the organization to become a charter school system. Listen below to hear the approach she took to gain
- [Interview: How to Help Yourself and Others Adapt to Change](https://www.enclaria.com/2012/12/18/interview-how-to-help-yourself-and-others-adapt-to-change/) - My guest this month to The Change Agent's Dilemma is Linda Hoopes of Resilience Alliance. She joins us to share how to help yourself and others adapt to change. Listen below to hear why it's important to help people adapt to your change initiative. Learn the five "change muscles" people have that help them adapt
- [Interview:  Projects Mean Change - Are You Ready?](https://www.enclaria.com/2012/11/20/interview-projects-mean-change-are-you-ready/) - Listen this month to The Change Agent's Dilemma, to hear guest Martha Legare help answer the question: "Projects Mean Change - Are You Ready?" Martha, CEO of The Gantt Group, shares the difference between project management and change management, and explains the importance of focusing on people as a project manager. Listen in to find
- [Interview:  How to Get Things Done When You're Not in Charge](https://www.enclaria.com/2012/10/24/interview-how-to-get-things-done-when-youre-not-in-charge/) - This month on The Change Agent's Dilemma, my guest is Nan Russell, author of The Titleless Leader: How to Get Things Done When You're Not in Charge. Nan shares how to lead without a title, and provides tips for how to get results when you're not the one in charge. Listen in to hear how
- [Ten Ways Change Gets Stuck (Teleclass Recording)](https://www.enclaria.com/2012/05/01/ten-ways-change-gets-stuck-teleclass-recording/) - Last week, I hosted a free teleclass called, "10 Ways Change Gets Stuck." I detailed the various things that happen that cause change to lose traction. It includes the things change agents do - or don't do - that contribute to their own frustration. This episode of The Change Agent's Dilemma is a replay of
- [Interview: Tips for Influencing Change as a Newbie](https://www.enclaria.com/2012/04/17/interview-tips-for-influencing-change-as-a-newbie/) - My guest on The Change Agent's Dilemma this week is Christina Kach, a Continuous Improvement Lead within a government defense manufacturer. She's here to share tips she's collected in the last several years as a change newbie. Tune in to hear what to do (and what not to do) when you are new to a
- [Interview: Develop Change Readiness At All Levels](https://www.enclaria.com/2012/03/20/interview-develop-change-readiness-at-all-levels/) - On this episode of The Change Agent's Dilemma, my guest is Rich Batchelor, who shares how to develop change readiness at all levels. Tune in to understand what change readiness means and why it is important to have it at all levels of your organization. You will also learn steps you can take to develop
- [Interview: What's So Funny About Change?](https://www.enclaria.com/2012/02/21/interview-whats-so-funny-about-change/) - On this episode of The Change Agent's Dilemma, my guest is Dr. Trina Hess of The Humor Academy, who will help us answer the question, "What's So Funny About Change?" Tune in to hear why it is important to laugh our way through change. Learn how to introduce humor into your initiative and explore its
- [Interview: How to Host Effective Meetings that Drive Change](https://www.enclaria.com/2012/01/17/interview-how-to-host-effective-meetings-that-drive-change/) - On this episode of The Change Agent's Dilemma, you'll hear my interview with Al Pittampalli, author of Read This Before Our Next Meeting. On the show, we talk about how to host effective meetings that drive change. Tune in to hear why the way we conduct meetings is so bad, and learn a new format
- [Seven Extra Skills You Need to Become a Versatile Change Agent](https://www.enclaria.com/2019/11/19/seven-extra-skills-you-need-to-become-a-versatile-change-agent/) - In a recent conversation with someone who was hiring for an internal change consulting position, they said they needed someone who could go beyond traditional change management activities. They were looking for someone versatile, who could go into any situation and be able to move it forward. Of course, you need the basics -- like
- [Radio Show: Inside the Bubble: How to Create a Safe Space for Change](https://www.enclaria.com/2011/12/20/radio-show-inside-the-bubble-how-to-create-a-safe-space-for-change/) - My guest today is Martin Fenwick, Principal Consultant and Director of TheChangeFactor in Auckland, New Zealand. On the show, Martin describes the concept of a change "bubble," a way to create a safe space for change to occur in your organization. Tune in to hear when and why it is necessary to create a safe
- [Radio Show:  The Art and Science of Corporate Storytelling](https://www.enclaria.com/2011/09/20/radio-show-the-art-and-science-of-corporate-storytelling/) - Today's guest, Richie Cullom, is Senior IT Manager at Genuine Parts Corporation. An avid writer, he is also a storyteller at heart. He has merged these two areas to bring corporate storytelling to life as he manages high performance teams that develop and deliver strategic product updates. Listen in to hear why we need stories
- [Radio Show:  Lessons Learned From A Change Derailed](https://www.enclaria.com/2011/08/16/radio-show-lessons-learned-from-a-change-derailed/) - An experienced change leader, Supriya Desai landed an exciting new 'dream' job - implementing change across a global function undergoing major transformation - only to be gone less than 6 months later. Listen to hear her story - plus the warning signs and lessons she learned so you can benefit from her experience. Listen to
- [Radio Show: Spot and Correct a Workplace Culture Problem](https://www.enclaria.com/2011/07/19/radio-show-spot-and-correct-a-workplace-culture-problem/) - In this episode of The Change Agent's Dilemma, Culture Sleuth Terri Kruzan shares how to spot and correct a workplace culture problem. Listen in to hear why culture is important for change agents to pay attention to. Learn how to tell when your organization's culture is a problem for your change initiative, and what to
- [Radio show:  Revolution of One: Finding the Courage to Drive Positive Change](https://www.enclaria.com/2011/06/21/radio-show-revolution-of-one-finding-the-courage-to-drive-positive-change/) - This morning on The Change Agent's Dilemma, my guest was Faith Fuqua-Purvis, founder of Synergetic Solutions. In this episode, Faith shares what it means to start a Revolution of One, and shows where to find the courage needed to drive change. Don't miss this emboldening message for all change agents! Listen to the show here
- [Radio Show:  Creating Positive Pull Towards an End State](https://www.enclaria.com/2011/05/17/radio-show-creating-positive-pull-towards-an-end-state/) - Today on The Change Agent's Dilemma, I interviewed Garrett Gitchell, founder of Vision to Work, Inc., whose unique approach to change management starts with the end state. In this episode, Garrett shares the details of his approach to change that works from the end state back. In an interesting twist, he explains why change management
- [Radio Show: The Path to Business Excellence](https://www.enclaria.com/2011/04/19/radio-show-the-path-to-business-excellence/) - Today on The Change Agent's Dilemma, my guest was Paige Lillard, VP of Business Excellence at Turner Broadcasting System, Inc., who implements the Malcolm Baldrige framework to execute strategy for Turner's many business units. In today's episode, Paige tells her unique story of becoming a change agent, including specific steps she took to build the
- [Radio Show:  Everyday Influence](https://www.enclaria.com/2011/03/22/radio-show-everyday-influence/) - The Change Agent's Dilemma is back! After a three-month hiatus, I'm back to hosting the half-hour radio show to provide tips on how to influence change without authority. In today's episode, I shared some influence techniques from my book 99 Ways to Influence Change - specifically those things that anyone in a change agent role
- [Interview:  Beyond the Wall of Resistance](https://www.enclaria.com/2010/12/07/interview-beyond-the-wall-of-resistance/) - This morning on The Change Agent's Dilemma, I interviewed Rick Maurer, author of Beyond the Wall of Resistance. The book, originally published in 1996, was issued in its revised second edition this year. During the show, Rick talked about why 70% of change initiatives still fail, and shared the three sources of resistance. He also
- [Interview:  Healing the Corporate World](https://www.enclaria.com/2010/11/09/interview-healing-the-corporate-world/) - In this episode of The Change Agent's Dilemma, I spoke with Maria Gamb, founder, CEO and Chief Change Agent of NMS Communications, LLC. Her new book, Healing the Corporate World, is making its way up the bestseller list. Maria shared her insights into how to fix what is plaguing organizations today. We talked about how
- [Interview:  The ROI of Change Management](https://www.enclaria.com/2010/10/12/interview-the-roi-of-change-management/) - Today on The Change Agent's Dilemma, I interviewed David Miller of Changefirst Ltd, based in the UK. The company recently conducted a research study to find out the return on investment (ROI) of using a change management methodology when implementing a project. Listen to hear the results of the study, and understand the practical implications.
- [Interview:  Create and Sustain Innovation in the Workplace](https://www.enclaria.com/2010/09/28/interview-create-and-sustain-innovation-in-the-workplace/) - Today on The Change Agent's Dilemma, I interviewed Blair Miller of Blair Miller & Associates. For 18 years, Blair has worked with organizations to help leaders and teams work smarter, solve problems more effectively and turn on their conscious creativity. Listen in to hear why innovation is essential to organizational change, and how to foster
- [Interview:  Identify Key Players Who Control Your Culture](https://www.enclaria.com/2010/09/14/interview-identify-key-players-who-control-your-culture/) - This week's guest on The Change Agent's Dilemma is Josh Letourneau, of Knight & Bishop, who uses math to help organizations change. Josh specializes in Social Network Analysis (SNA) and helps expose the invisible, informal networks that determine how work really gets done. Join us for a fascinating look at how you can mathematically pinpoint
- [Interview:  Implementing Diversity Initiatives](https://www.enclaria.com/2010/08/31/interview-implementing-diversity-initiatives/) - Today on The Change Agent's Dilemma radio show, I interviewed Julius Pryor III, SVP, Global Diversity & General Managing Partner at Your Talent Bridge. Julius has been the Chief Diversity Officer at some of the most well-known organizations in the world, including Coca-Cola Enterprises and Johnson & Johnson Consumer Group. On the show, we talked
- [Interview:  Creating the Energy for Change](https://www.enclaria.com/2010/08/03/interview-creating-the-energy-for-change/) - Today on The Change Agent's Dilemma radio show, I interviewed Dr. Jackie Sherman, Principal Consultant at The Jackie Sherman Group, Inc.. Jackie is known for her ability to align and mobilize organizations to accomplish their most demanding objectives. On the show, Jackie shared a formula for creating the energy you need to successfully implement change.
- [Interview:  Building a New Culture from Scratch](https://www.enclaria.com/2010/07/06/interview-building-a-new-culture-from-scratch/) - This morning on The Change Agent's Dilemma radio show, I interviewed Tim Gardner, Director of Organizational Effectiveness at Kimberly-Clark Corporation. Tim shared a case study about building new cultures in two greenfield manufacturing plants, which were designed to be different from the rest of the organization. Listen in to learn Tim's 4-step process for building
- [Interview: Join the Adventure! Become a Secret Change Agent at Work](https://www.enclaria.com/2010/06/08/interview-join-the-adventure-become-a-secret-change-agent-at-work/) - This morning on The Change Agent's Dilemma radio show, I interviewed Dot Olonovich, MBA student and change management researcher at Lehigh University, who shared tips for how (and why) she transformed her life and organization by becoming a "secret change agent" at work. Listen here (30 minutes): Be sure to visit the podcast page to
- [Interview:  Change Evaluation - Is Your Initiative Working?](https://www.enclaria.com/2010/05/11/interview-change-evaluation-is-your-initiative-working/) - This morning on The Change Agent's Dilemma radio show, I interviewed Maria Gajewski, Chief Assistant to World Savers at Changing River Consulting. As an evaluator for nonprofits, Maria is an expert at determining whether an initiative is having its intended effect. On the show, she shared how evaluation works and when you would want to
- [Interview:  Operating Excellence at Lockheed Martin](https://www.enclaria.com/2010/04/27/interview-operating-excellence-at-lockheed-martin/) - This morning on The Change Agent's Dilemma radio show, I interviewed Christian Kress, Six Sigma Master Black Belt and 23-year employee at Lockheed Martin. Chris shared the story of his career as an internal change agent within Lockheed Martin. It's an interesting story interwoven with the path of a long-term initiative to continually build operating
- [Interview:  Employee Feedback with The Suggestion Guru](https://www.enclaria.com/2010/03/30/interview-employee-feedback-with-the-suggestion-guru/) - This morning on The Change Agent's Dilemma radio show, I interviewed Lara Fordis of Suggestion Guru about employee feedback, especially going beyond the traditional employee survey. If you've been wondering how to get better feedback about your organization, your change initiative or even about yourself, you'll want to listen to today's show. Lara shared a
- [On the Radio: Ten Essential Tools for Change Agents](https://www.enclaria.com/2010/03/16/a-checklist-for-stalled-change-initiatives/) - This morning on The Change Agent's Dilemma radio show, I shared Ten Essential Tools for Change Agents. The Ten Essential Tools include personal influence and structural influence methods, plus a focused foundation that every change agent needs to start with. If your change initiative is stalled, use the Ten Tools as a checklist to see
- [Interview:  Performance Management Design for Organizational Change](https://www.enclaria.com/2010/03/02/interview-performance-management-design-for-organizational-change/) - This morning on The Change Agent's Dilemma radio show, I interviewed Dr. Janet Hecht of Talent by Design Consulting, LLC about how to design a performance management system for organizational change. Janet shared the components of an effective performance management design and the tips she learned as an employee implementing a performance management system to
- [Win a copy of Outstanding! 47 Ways to Make Your Organization Exceptional](https://www.enclaria.com/2010/02/22/win-one-of-five-copies-of-outstanding/) - One of the books I believe is required reading for organizational change agents is the wisdom-packed book about personal accountability, QBQ: The Question Behind the Question. Bestselling author of QBQ and Flipping The Switch, John G. Miller has a brand new book: Outstanding! 47 Ways to Make Your Organization Exceptional. I told John in last
- [Interview:  Make Personal Accountability a Core Value](https://www.enclaria.com/2010/02/16/interview-make-personal-accountability-a-core-value/) - This morning I interviewed John G. Miller, bestselling author of QBQ: The Question Behind the Question and Flipping The Switch as well as the new book Outstanding! 47 Ways to Make Your Organization Exceptional, on my biweekly radio show, The Change Agent's Dilemma. The topic was "Make Personal Accountability a Core Value Using the QBQ."
- [Interview:  Creating Alignment with Four Questions](https://www.enclaria.com/2010/01/19/interview-creating-alignment-with-four-questions/) - This morning I hosted an interview with Jeff Lebow, Co-founder and Principal Consultant of Alignment at Work, LLC, on my biweekly radio show, The Change Agent's Dilemma. The topic was "Create Alignment with Four Questions." During the show, Jeff shared what alignment is, how it relates to accountability, and how you achieve it. The key
- [Influence Change Without Authority](https://www.enclaria.com/2009/07/15/influence-change-without-authority/) - I'm excited to announce that I have signed up to host my very own podcast! The show is called The Change Agent's Dilemma: How to Influence Change Without Authority. The first episode is coming up on Tuesday, July 21 at 11:00 a.m. Eastern, and will run for 30 minutes. The first topic will set the
- [Three Common Mistakes that Make Your Project Go Off Track](https://www.enclaria.com/2019/11/05/three-common-mistakes-that-make-your-project-go-off-track/) - As I've helped people influence change in their organizations over the years, I've noticed some common oversights change agents make that prevent them from taking action to keep their projects on track. I recognize them because I've done them myself! Are you making any of these mistakes? Ignoring History Chances are the change you're implementing
- [How to Manage Change Capacity Across Multiple Projects](https://www.enclaria.com/2019/10/30/how-to-manage-change-capacity-across-multiple-projects/) - At any given time, there are many different projects going on in most organizations -- IT is implementing a new collaboration platform, while HR is implementing a new performance management process, while finance is rolling out a new time and expense system… Each of us has limited change capacity -- the level of attention, time,
- [Interview:  How Open Organizations Facilitate Change](https://www.enclaria.com/2019/10/15/interview-how-open-organizations-facilitate-change/) - In this episode, Jen Kelchner, Founder of LDR21 Change Agency, shares the concept of Open Organizations -- those characterized by transparency, adaptability, community, collaboration, and inclusivity -- and how they are more conducive to change than traditional organizations. Listen in to learn more about Open Organizations and how to get started moving your organization in
- [How to Bust Silos and Work as One Team](https://www.enclaria.com/2019/09/19/how-to-bust-silos-and-work-as-one-team/) - Silos form in organizations as a result of a rigid classification system that comes naturally to humans. We form ourselves into groups and separate people into "us" vs. "them." As a result, silos cause problems in organizations: Silos can hinder collaboration, because groups don't communicate or share information.Groups end up duplicating effort, or things slip
- [Interview:  How to Generate Change Enthusiasm](https://www.enclaria.com/2019/09/10/interview-how-to-generate-change-enthusiasm/) - I recorded this month's episode of the Influence Change at Work™ podcast with Cassandra Worthy, Founder and Chief Enthusiasm Officer at We Are Change Enthusiasts LLC. Unfortunately, due to some audio issues, I'm unable to publish the podcast recording. However, the lessons Cassandra discussed were too good not to share, so I'm posting the transcript
- [Change Lessons from Back-to-School Season](https://www.enclaria.com/2019/09/05/change-lessons-from-back-to-school/) - In a recent webinar, someone pointed out how we help people change in business, but our children have a ton of change each year as they start school and they do fine. She asked, why do we seem to coddle adults more than kids? I'm in a unique situation as a parent this year. Both
- [How to Plant the Seeds of Change Management](https://www.enclaria.com/2019/08/27/how-to-plant-the-seeds-of-change-management/) - In a recent conversation, a project manager said she struggled to get others in her organization, especially leaders and other project managers, to use change management tools to analyze the people side of their projects. "How do I plant the seeds of change management?" she wondered. I decided to go with the metaphor of planting
- [Interview:  Building Change Capability Through Change Agent Networks](https://www.enclaria.com/2019/08/13/interview-building-change-capability-through-change-agent-networks/) - In this episode, Erika Mookerjie, founder of Change Leadership Advisors, shares her experience developing Change Agent Networks - groups of advocates within organizations who carry the torch of change. Listen in to learn why you'd want to create a Change Agent Network for your organization, who you should recruit, and how to equip them for
- [Engagement Is Not Enough to Eliminate Resistance](https://www.enclaria.com/2019/07/30/engagement-is-not-enough-to-eliminate-resistance/) - A common theme of change management is to involve people in the process of change as early as possible. Do change with people, not to them. If people help identify the issues with the current state and develop solutions, then resistance will be eliminated. After all, it's hard to resist something you create, right? Nope.
- [Interview:  How to Influence and Measure Behavior Change](https://www.enclaria.com/2019/07/18/interview-how-to-influence-and-measure-behavior-change/) - In this episode, Larry Mohl, Co-Founder and CEO of Jubi, Inc. shares how a learn-do-inspire approach helps instigate, measure, and sustain behavior change. Hear the principles behind Jubi's cloud-based change experience platform. Listen to the podcast: To catch future episodes, subscribe here:
- [Three Scales of Organizational Change](https://www.enclaria.com/2019/07/02/three-scales-of-organizational-change/) - I've often heard people say something along the lines of, "Organizations don't change, individuals do," which implies that the focus of our attention as change agents should be on individuals, not the organization. However, not only do we need to focus on both the individual and organizational scales of change, we need to focus on
- [Interview:  Creating a Vision that Everyone Embraces](https://www.enclaria.com/2019/06/17/interview-creating-a-vision-that-everyone-embraces/) - In this podcast episode, Jill Valdez, Founder and COO of LINK, shares her experience in developing visions for change that everyone strives to achieve. Listen to hear practical steps you can take to include everyone in the vision-casting process, even in large organizations. Listen to the podcast: To catch future episodes, subscribe here:
- [Unlock Resistance to Change | New On-Demand Video Course](https://www.enclaria.com/2018/10/29/unlock-resistance-to-change-new-on-demand-video-course/) - Confession:Â I broke the #1 rule of the internet. That's right, I read the comments. A few years ago, I spoke at the Georgia State University TEDx event on the topic of "How to Deal With Resistance to Change." As of today, the video has more than 93,000 views, and I still hear from people
- [Top Change Articles of 2014 at Enclaria](https://www.enclaria.com/2014/12/30/2014-top-change-articles-at-enclaria/) - It's hard to believe I'm wrapping up the seventh year of blogging about influencing change at work at Enclaria. As has become tradition, I'd like to take this opportunity to share some of the most popular posts of the year. Thank you for reading and sharing! Four Features to Look For in a Change Management
- [It's Time to Abolish the 70% Change Failure Rate Statistic](https://www.enclaria.com/2014/06/03/its-time-to-abolish-the-70-change-failure-rate-statistic/) - You don't have to be in or near the field of change management long before you hear a daunting statistic:Â 70% of change initiatives fail. It's mentioned in passing as a fact in most change management books and articles nowadays. I've quoted the statistic myself in presentations, and I'm sure the mention of the number
- [99 Ways to Influence Change, #88:  Share in the design](https://www.enclaria.com/2010/09/15/99-ways-to-influence-change-88-share-in-the-design/) - Often, when we think of change management, we think of top-down driven initiatives. Someone decides where to take the organization, or what system to install, and then the task is to implement the idea. However, there is another route that is less heavy-handed. You identify and lead people to see the need for change, but
- [Guest Blog Post:  Infallibility](https://www.enclaria.com/2009/08/10/infallibility/) - By Robert Gold Everyone makes mistakes – we often say that ‘to err is human, to forgive divine.’ And despite occasional assertions to the contrary, our leaders are in fact human. So our leaders have made mistakes, and will continue to do so for the foreseeable future. The consequences of our leaders’ mistakes are usually
- [Guest Blog Post:  Poached Frogs and the Capacity for Change](https://www.enclaria.com/2009/07/07/poached-frogs-and-the-capacity-for-change/) - By Robert Gold If you drop a frog in a pot of boiling water, it will of course frantically try to clamber out. But if you place it gently in a pot of tepid water and turn the heat on low, it will float there quite placidly. As the water gradually heats up, the frog
- [Game changing performance](https://www.enclaria.com/2008/12/30/game-changing-performance/) - During the Alamo Bowl, Missouri vs. Northwestern (my alma mater), there was a commercial for the Pontiac Game Changing Performance of the Year. It is a contest in which participants vote for NCAA football plays that altered the course of a game. All the plays they showed were last-minute miracle touchdowns. The game-change concept implies
- [Little blue notebook](https://www.enclaria.com/2008/12/11/little-blue-notebook/) - When I was a fledgling change agent, I kept a little blue notebook hidden in my purse. It was a Mead Five-Star Fat Lil' Notebook. Inside were one-page observations, comments, quotes and complaints that reflected what I felt needed to be fixed at the company where I worked. It's probably a good thing that blogs
- [Irreversible change](https://www.enclaria.com/2009/01/13/irreversible-change/) - Inspiration can come from anywhere: I was watching Sid the Science Kid on PBS with my 3-year-old son, and the lesson from the episode was how when you cook most foods, they can't be uncooked. You can't uncook an egg or a pancake, you can't unsauce apples, and you can't unroast marshmallows. The show even
- [The Power of Inquiry](https://www.enclaria.com/2008/11/10/the-power-of-inquiry/) - I want to introduce the concept of an inquiry, because I would like to publish more of them, and I think you'll get more use out of them (and won't think I'm quite so nutty) if I explain what they are and how to use them. In coaching, an Inquiry is a powerful, open-ended question
- [Assessment:  Personal and Professional Satisfaction](https://www.enclaria.com/2008/09/15/assessment-personal-and-professional-satisfaction/) - The Coaches Training Institute has created these "Assessment Wheels," which measure your level of satisfaction with different aspects of your life. So often, we focus on one or two aspects of our lives while ignoring others. The Assessment Wheels give you the opportunity to evaluate whether other parts of your life need attention. In coaching,
- [Eight Fundamental Ingredients Of A Successful Change Initiative](https://www.enclaria.com/2008/08/20/eight-fundamental-ingredients-of-a-successful-change-initiative/) - Organizational change is a complicated endeavor. The forces at work that continue the status quo are formidable, but not impossible to overcome. Set yourself up for success by laying the foundation with these eight fundamentals. 1. Know your organization. Like any uphill battle, it is important to know what you are up against. Understanding what
- [Three types of change management methods](https://www.enclaria.com/2009/03/17/three-types-of-change-management-methods/) - I was putting together examples of change management methods for a potential client and realized that there are really three types that have different applications: The first type is the large scale change process. For example, Lewin's Unfreeze > Change > Refreeze concept, or John Kotter's eight-stage method in his book Leading Change. The large
- [How to Minimize a Downside to Change](https://www.enclaria.com/2019/06/06/how-to-minimize-a-downside-to-change/) - Let's face it. Not all changes are 100% positive for everyone in your organization. During the implementation, some people may temporarily feel more strain than others. More crucially, the long-term benefits and burdens of change may be unevenly distributed. For people on the downside of the equation, they can genuinely feel like they are victims
- [An essential book for your summer reading list - at an incredible price!](https://www.enclaria.com/2011/06/30/an-essential-book-for-your-summer-reading-list-at-an-incredible-price/) - For a limited time only... Â Get 99 Ways to Influence Changeon your favorite eReader for just $2.99! Â 99 Ways to Influence Change is the essential guide to making an impact at work. It's a resource no change agent should be without! The proven techniques in this book will give you the kick-start you
- [Five Simple Things You Can Do to Make Change Easier for People](https://www.enclaria.com/2019/05/23/five-simple-things-you-can-do-to-make-change-easier-for-people/) - During a recent trip to the grocery store, I was surprised by a project to reconfigure the layout, which resulted in a lot of confusion, wandering, and frustration trying to find the items on my shopping list for a last two weeks. The experience had me thinking that there were several things the store could have done to make this change easier to handle, which are applicable to change projects in general.
- [Become an Indispensable Change Agent](https://www.enclaria.com/2019/04/02/become-an-indispensable-change-agent/) - A well-known retailer recently laid off its entire change management team. Like many retailers in the shadow of Amazon, the company had been going through a period of decline. A new leader decided that individual project sponsors and managers could handle change management activities for their projects, instead of having a dedicated team of experts.
- [Sustaining Change Beyond Implementation](https://www.enclaria.com/2019/03/28/sustaining-change-beyond-implementation/) - At the Ten Ways Change Gets Stuck webinar earlier this week, I polled the audience to see which of the ten ways they felt were most likely hindering their current change initiative. The top result: A whopping 63% of webinar attendees said Focus on Implementation was holding them back. Focus on Implementation means you're checking
- [Interview:  Creating a Climate for Change Through Improvisation](https://www.enclaria.com/2019/05/14/interview-creating-a-climate-for-change-through-improvisation/) - In this episode, Kristy West, founder of BraveSpace, shares how you can create a climate for change using Improv techniques. You'll hear the tenets of Improv and how they can help people be more open to change, along with some examples of exercises you can do in the workplace. Watch on YouTube: Listen to the
- [When Passive-Aggressive Leaders Sabotage Change](https://www.enclaria.com/2019/05/07/when-passive-aggressive-leaders-sabotage-change/) - It happens to every change agent eventually. Leaders agree on a charted course for change in meetings, and then once they go back to their teams they do something completely different. From the perspective of the change agent, this behavior appears to be passive-aggressive. Leaders agree out loud and then quietly sabotage the very thing
- [Assessing Manager Commitment to Change](https://www.enclaria.com/2019/03/07/assessing-manager-commitment-to-change/) - A recent article at Harvard Business Review titled, "Why Visionary Leadership Fails," describes how it is counterproductive to teach managers how to lead change if they aren't in fact committed to leading the desired change, project, or strategy. If managers become strong change leaders but aren't aligned with leading the change vision cast by senior
- [Seven Go-To Change Management Tools](https://www.enclaria.com/2019/02/19/seven-go-to-change-management-tools/) - Whenever I check in with people several weeks after they've taken my Fundamentals of Influencing Change at Work course, I ask which elements of the class have been most helpful now that they've had time to start implementing them. Invariably, they start to list the tools and templates they've used to gain clarity and make
- [Seven Essential Traits of a Change Agent](https://www.enclaria.com/2019/02/05/seven-essential-traits-of-a-change-agent/) - Over the last ten years, I've worked with a lot of change agents with varying types of authority, expertise, roles, and projects. And even though every situation is different, those who are most effective at getting things done tend to exhibit common traits. When coaching individual change agents, I find we work on building these
- [Influence Requires Trust:  Three Ways to Be More Trustworthy](https://www.enclaria.com/2019/01/08/influence-requires-trust-three-ways-to-be-more-trustworthy/) - Trust is a necessary prerequisite of influence because it is the foundation of healthy relationships. Put simply, people are more likely to be influenced by someone they trust. On the other hand, the absence of trust creates resistance to change by creating doubt, uncertainty, and fear. In my Fundamentals of Influencing Change at Work course,
- [Top Change Articles of 2018 at Enclaria](https://www.enclaria.com/2018/12/18/top-change-articles-of-2018-at-enclaria/) - Another year is coming to a close! The following are the most popular posts of 2018 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. 1. How to Do Change
- [Creating the Conditions for Change:  Three Perspectives to Consider](https://www.enclaria.com/2018/12/04/creating-the-conditions-for-change-three-perspectives/) - One of the primary ways we can influence change at work is to create the conditions for change to happen, independent of ourselves. Ideally, we want to create an environment so change is not only possible, but probable. We need to help people successfully navigate change. To create these conditions, we can look at change
- [Seven Ways to Involve People in the Change Process](https://www.enclaria.com/2018/11/06/seven-ways-to-involve-people-in-the-change-process/) - Last month, I published an article about Five Stages in the Change Process Where You Can Involve People, which detailed opportunities to engage more people in change - and not just during implementation. In other words, do change with people instead of to people. Now, I'd like to follow up with a post about how
- [Five Stages in the Change Process Where You Can Involve People](https://www.enclaria.com/2018/10/02/five-stages-in-the-change-process-where-you-can-involve-people/) - Early in my career, I was an engineer responsible for process improvements. I quickly discovered that as the only engineer, I could get a lot more done if I involved more people in the effort to identify opportunities and implement solutions. Involving more people had the added benefit that they owned the outcome and supported
- [Three Concurrent Paths to Influence Change at Work](https://www.enclaria.com/2018/09/18/three-concurrent-paths-to-influence-change-at-work/) - All the different things we do to influence change at work can seem convoluted. But when you break it down, there are only three paths for driving change from the current state to the future state. The following ways to influence must happen concurrently to get real results. Path 1:Â Create Conditions that Influence Change
- [Positive Change Indicators:  How to Tell That People Are Starting to "Get It"](https://www.enclaria.com/2018/09/06/positive-change-indicators-how-to-tell-that-people-are-starting-to-get-it/) - During a recent session of Enclaria's online Fundamentals of Influencing Change at Work course, one of the participants asked, "What are the indicators that people are starting to 'get it'?" How do you know the change is starting to gain a foothold? The answer is definitely not compliance, even though it may seem on the
- [A Better Way to Recruit Volunteers for Your Change Initiative](https://www.enclaria.com/2018/08/21/a-better-way-to-recruit-volunteers-for-your-change-initiative/) - I've been on the board of Organization Change Alliance, a networking group for change practitioners in Atlanta, for eight of the last ten years. Every year, we have an election to fill a 3-year volunteer position:Â Chair-Elect, then Chair, then Past Chair. And every year, the current Chair asks for volunteers who would like to
- [How to Play Office Politics Without Being Sleazy](https://www.enclaria.com/2018/08/08/how-to-play-office-politics-without-being-sleazy/) - I’ve never seen an organization that doesn’t have some office politics at work, have you? What do I mean by office politics? The phrase comes from activities that occur in government politics, usually associated with trading favors and support for votes on legislation. Politics get a bad name because of the bribery and corruption that
- [Are You Accidentally Reinforcing What You're Trying to Change?](https://www.enclaria.com/2018/07/11/are-you-accidentally-reinforcing-what-youre-trying-to-change/) - There once was an organization that was very hierarchical and authoritarian. People were accustomed to waiting until their boss told them what to do, even at the highest levels of leadership. Working, or even talking, with someone who was more than one organizational level away (like your boss's boss) wasn't "allowed." As a result, no
- [A Declaration of Independence from the Status Quo](https://www.enclaria.com/2014/07/01/a-declaration-of-independence-from-the-status-quo/) - Have you ever read the U.S. Declaration of Independence? It is as much an official document to the King of England as it is a case for change to the rest of the fledgling country it created. (Click the image to the right to read the full text.) It's a great model for anyone who
- [How Change Management Principles Can Transform an Entire Industry](https://www.enclaria.com/2018/06/19/how-change-management-principles-can-transform-an-entire-industry/) - Sponsored Do you ever think about how specific TV commercials appear on your favorite shows? Until recently, the process for getting ads to your TV was a manual, time-consuming process between TV station sales reps and advertising/media agencies. Videa changed all that by developing a technology platform to automate the buying and selling of TV
- [How to Influence Change When Employees are Represented by a Union](https://www.enclaria.com/2018/06/07/how-to-influence-change-when-employees-are-represented-by-a-union/) - Trade and labor unions traditionally organize workers in search of better wages, benefits, and employment conditions. From a management perspective, they are often seen as increasing expenses, adding bureaucracy, and stifling improvements - not great conditions for implementing change. While unions in the US are on the decline, they still have a strong presence in
- [So You Want to Be a Change Practitioner. Where Do You Start?](https://www.enclaria.com/2018/05/24/so-you-want-to-be-a-change-practitioner-where-do-you-start/) - I often meet people who want to move into change management from another job, and they ask me, where do I start? The good news is that most of the people I know who do change work full time didn't start there. When you're in school, you typically don't recognize that it would be necessary
- [Four Ways to Customize a Change Management Approach to Fit Your Organization](https://www.enclaria.com/2018/04/25/four-ways-to-customize-a-change-management-approach-to-fit-your-organization/) - At last month's Organization Change Alliance meeting in Atlanta, five panelists shared their experience with building change capability within their organizations. When answering a question about methodology, every panelist said that they customized their approach to suit the organization and the change initiatives they were implementing. In fact, following any one methodology exactly was a
- [Four Change Roles and Their Essential Capabilities](https://www.enclaria.com/2018/04/11/four-change-roles-and-their-essential-capabilities/) - Last month, Organization Change Alliance, a community of change practitioners in metro Atlanta, hosted a panel event on the topic of "Developing Change Capability Across Organizations." Senior-level change practitioners from Cox Automotive, Home Depot, IHG, Newell Brands, and UPS shared their experiences. One of the questions was about the different roles involved in change and
- [Why Change Management is Still Needed for a "No-Brainer" Project](https://www.enclaria.com/2018/03/22/why-change-management-is-still-needed-for-a-no-brainer-project/) - A change manager was struggling to gain support for change management activities because the project was deemed a "no-brainer." In other words, the project owners felt that the new system was such an improvement over the current way of doing things that no one could possibly have a problem with it. It was assumed that
- [How to Do Change With People, Not To People](https://www.enclaria.com/2018/03/06/how-to-do-change-with-people-not-to-people/) - One of the prescriptions to avoid causing resistance is to make change something that we do with people, not to people. When we do change to people, it feels forced, and people are more likely to dig in their heels to slow it down or stop it. People are less likely to respond negatively to
- [Tips for Leading a Successful Transformation](https://www.enclaria.com/2008/02/01/tips-for-leading-a-successful-transformation/) - Once a year, over one hundred former employees of AT&T Canada Long Distance Services get together to celebrate a major accomplishment. Ten years ago, they brought the company back from the brink. How do you lead an organizational transformation that has such an impact that those involved are still celebrating it together ten years later?
- [Four Faulty Assumptions Diminish Your Ability to Influence Change](https://www.enclaria.com/2018/01/10/four-faulty-assumptions-diminish-your-ability-to-influence-change/) - 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
- [When Resistance is Justified:  Three Tales of Leaders Who Should Have Listened](https://www.enclaria.com/2017/12/06/when-resistance-is-justified-three-tales-of-leaders-who-should-have-listened/) - Business history is littered with companies that missed the change boat. We're all familiar with the stories of Polaroid, Blockbuster Video, Borders Bookstores, Nokia. But what about companies that changed when they shouldn't have? Companies try new strategies and processes all the time. Experimentation is good and leads to innovation. But what about the train
- [Three Ways to Handle a Leadership Change That Threatens Your Project](https://www.enclaria.com/2017/11/30/three-ways-to-handle-a-leadership-change-that-threatens-your-project/) - You've spent months working on a change project. The implementation has started and is going well. Then one day, a leader who is instrumental to driving change has departed the organization and has been replaced. Now what? A new leader does not automatically mean all is lost. However, new leaders have a tendency to want
- [Is Your Culture Change-Resistant or Change-Ready?](https://www.enclaria.com/2017/11/14/is-your-culture-change-resistant-or-change-ready/) - There are elements of an organization's culture that will either help or hinder change, regardless of the change you're trying to implement. Organizations with cultures that enable change are Change-Ready, while those that work against it are Change-Resistant. Let's take a look at some of the elements of culture that affect change.
- [The Five Challenges of Every Change Agent](https://www.enclaria.com/2011/05/10/the-five-challenges-of-every-change-agent/) - Although every organizational change initiative is different, all change agents face similar challenges. It doesn't seem to matter how much experience you have, or what type of initiative you are implementing; when you start changing a system, there are tough decisions and actions you must take to see it through. And, while you can get
- [How to Keep Mixed Messages from Sinking Your Change Initiative](https://www.enclaria.com/2017/11/02/how-to-keep-mixed-messages-from-sinking-your-change-initiative/) - Have you ever worked for an organization that says they want change and then demonstrates the opposite? It's frustrating when you're an employee, and embarrassing when you're the one trying to implement change. What can you do when you see these mixed messages about a change you're trying to implement?
- [Interrupt Peer Pressure to Allow Culture Change](https://www.enclaria.com/2017/10/11/interrupt-peer-pressure-to-allow-culture-change/) - The culture of an organization is commonly defined as “the way we do things around here.” More accurately, it’s also “the way we don’t do things around here.” Culture is the set of unwritten rules for how people should act, and is reinforced by correcting how people shouldn’t act.
- [Five Origins of Change and Their Impact on Urgency](https://www.enclaria.com/2017/09/12/five-origins-of-change-and-their-impact-on-urgency/) - A catalyst sparks the need for change. Whether that catalyst is an emergency, a problem, or an opportunity, the change initiative starts when an individual or group decides to do something about it. The level of urgency is the degree to which people believe change is imperative. Urgency comes from dissatisfaction or discomfort with the
- [How to Avoid Resentment When One Project Replaces Another](https://www.enclaria.com/2017/08/30/how-to-avoid-resentment-when-one-project-replaces-another/) - The wheels of progress require continuous improvement in organizations. What was once a change becomes the status quo. The people who implemented the existing way of working may feel like the latest change is trampling on their hard work. How do you help those who were involved in creating the current state to support the
- [50 Reasons Why People Resist Change](https://www.enclaria.com/2017/08/08/50-reasons-why-people-resist-change/) - 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. When someone seems to be resisting change, consider the following 50 reasons that might
- [How to Identify Change Agents in Your Organization](https://www.enclaria.com/2017/08/03/how-to-identify-change-agents-in-your-organization/) - A new subscriber recently shared with me her top challenge:Â finding change agents in her organization to be local advocates for her project. The question had me thinking about a process improvement initiative from many years ago. To help manage and implement a process improvement program, I recruited people from all over the organization to
- [Change Agents, Your Boss Secretly Wants You to Stop Doing This](https://www.enclaria.com/2017/07/13/change-agents-your-boss-secretly-wants-you-to-stop-doing-this/) - In my work helping people influence change in their organizations, I’ve met a lot of senior change leaders who manage a team of change agents. When asked what they’d like their teams to be able to do better, the answer is usually, “Influence without me.” They’re tired of having issues escalated to them because change
- [It's Not Support If Leaders Don't Show It](https://www.enclaria.com/2017/07/06/its-not-support-if-leaders-dont-show-it/) - Last week, I facilitated a strategy review workshop for a long-time client. Several teams presented progress on strategic initiatives. Each team was a cross-functional mix of people working together to implement changes. When it was the Quality team's turn to present, the VP of Quality came up to the front of the room -- alone.
- [Five Steps to Create the Context for Behavior Change](https://www.enclaria.com/2017/06/09/five-steps-to-create-the-context-for-behavior-change/) - 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. For example, you can train people to have candid conversations and to provide feedback to others, but unless
- [How to Become a Trusted Advisor to Leaders](https://www.enclaria.com/2017/05/02/how-to-become-a-trusted-advisor-to-leaders/) - As a change agent, to have the most influence in an organization, you need to have the ear of one or more people with power. Not only do you want the leaders of your organization to listen to what you say, ideally you want them to seek out your advice when they are trying to
- [Resistance vs. Readiness:  Equal, Opposite, or Integral?](https://www.enclaria.com/2017/04/26/resistance-vs-readiness-equal-opposite-or-integral/) - 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. I get it. To focus on resistance is to focus on the negative. On its surface, it seems to place blame on the people who are
- [Three Tips for Implementing Change Across Functions](https://www.enclaria.com/2017/04/11/three-tips-for-implementing-change-across-functions/) - Change implementation often crosses functional lines in organizations. For example, consider a project designed to improve inventory accuracy, which is driven by the supply chain function, but requires adoption by people in operations who will use the system. The people in operations don’t report to the supply chain function, so the change may not be
- [Redefine Consequences to Gain Commitment to Achieving Results](https://www.enclaria.com/2017/03/28/redefine-consequences-to-gain-commitment-to-achieving-results/) - Implementing change usually requires setting measurable goals for what the project will achieve. And someone needs to be accountable for attaining those results. However, people are often hesitant to commit to achieving results. It's much more comfortable to commit to completing activities, which they have more control over. Unfortunately, checking the boxes on activities doesn't
- [Does how you became a change agent affect your approach?](https://www.enclaria.com/2011/03/01/does-how-you-became-a-change-agent-affect-your-approach/) - After a recent client workshop on The Proper Care of Leaders (So They Help You Implement Change), a participant pointed out two ways someone winds up in the change agent role: A change agent is the instigator or advocate for the change or The project is assigned or delegated to the change agent to implement.
- [Four Signs Your Change Initiative Is Stuck](https://www.enclaria.com/2012/04/10/four-signs-your-change-initiative-is-stuck/) - There comes a time in most change initiatives when you are spinning your wheels. Without realizing you are in fact stuck, you will most likely keep trying the same approaches to move the organization forward, with little success. Once you acknowledge that what you are doing isn’t working, you can stop doing what got you
- [Three Questions to Ask Before Giving Up on Your Initiative](https://www.enclaria.com/2012/05/03/three-questions-to-ask-before-giving-up-on-your-initiative/) - I often find myself talking to change agents who are at the end of their rope. They've tried everything they can think of to keep the initiative moving forward, but instead, they find their initiatives - and themselves - stuck. As a result, they start thinking about their alternatives. Some seek other roles or projects
- [Things You Do That Make Change Resistible](https://www.enclaria.com/2012/05/08/things-you-do-that-make-change-resistible/) - The status quo is a strong force to overcome when implementing change in an organization. Change gets stuck when the organization finds a way to resist it and keep things the way they are. Surprisingly, the very people who implement change frequently do things that allow the organization to resist. Change agents do the following
- [Why Change Takes More Than "Just Get Over It"](https://www.enclaria.com/2012/06/27/why-change-takes-more-than-just-get-over-it/) - Facebook is in the news again, drawing ire for making a switcharoo right under users noses. No communication (or perhaps one note that was ignored by most everyone), no buy-in, no reason. Just make a change and expect everyone to accept it and move on. Yet despite Facebook being held up as an example of
- [The Biggest Mistake Change Agents Make](https://www.enclaria.com/2012/10/17/the-biggest-mistake-change-agents-make/) - Last week I participated in an author panel for the Association for Strategic Planning Atlanta chapter. I shared insights and answered questions about writing both 99 Ways to Influence Change and Influence Change at Workâ„¢ Toolkit. One of the questions they sent us to prepare was: "What is the biggest mistake you see people make?"
- [Ten Ways Change Gets Stuck](https://www.enclaria.com/2012/10/30/ten-ways-change-gets-stuck/) - Note: This article is a summary of the points covered in the Enclaria teleclass by the same name. To listen to the teleclass recording, click here. The path to implementing change in an organization isn't always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road
- [Prerequisites - What You Need to Become a Change Agent](https://www.enclaria.com/2013/02/26/prerequisites-what-you-need-to-become-a-change-agent/) - Every now and then someone asks a question like, "My background is (X). Do I have what it takes to implement change in my organization?" I'm tempted to make a list of the "X"s I've heard. But I won't. For one, the list is really long. And second, no matter how many roles I list,
- [How to Implement Change Without Really Trying](https://www.enclaria.com/2013/03/07/how-to-implement-change-without-really-trying/) - Changing an organization is often believed to be a difficult endeavor, fraught with challenges and resistance. The much-touted 70% failure rate hangs over our heads and makes taking on a change initiative seem almost futile. So, it may come as a surprise to learn that it’s possible to align and move an organization without enormous
- [Advice for aspiring change agents](https://www.enclaria.com/2009/03/31/advice-for-aspiring-change-agents/) - I had lunch today with a woman who is interested in a career in organizational development or change management. She is currently in sales development and getting her MBA. My advice? Start right now. Don't wait until you have a job with "change" in the description. Don't wait until you have a title that gives
- [Strategy Map Template](https://www.enclaria.com/2009/04/24/strategy-map-template/) - It's been a while since I've posted a template. I'm in the process of helping the Organization Change Alliance with their strategy map, so I thought I would post the generic template we started with. A strategy map is a one-page visual representation of an organization's strategy. It originates from the Balanced Scorecard methodology, so
- [3 Traps that Keep Change Agents from Getting the Support They Need](https://www.enclaria.com/2010/05/13/3-traps-that-keep-change-agents-from-getting-the-support-they-need/) - It is common knowledge that in order for your change initiative to grow beyond your own span of influence you need leadership buy-in. The truth is you need much more than approval; as a change agent you need leaders in your organization to take action that supports your initiative. The trouble is, leaders often don't
- [99 Ways to Influence Change, #11:  Establish a sense of urgency](https://www.enclaria.com/2010/05/17/99-ways-to-influence-change-11-establish-a-sense-of-urgency/) - In his book Leading Change, John Kotter listed "Establish a sense of urgency" as step #1 of 8 on the path to change. Daryl Conner introduced the metaphor of the burning platform in Managing at the Speed of Change. Both classic change management books agree; if you want people to move somewhere else, you need
- [Implement Change with More Influence, Confidence and Impact](https://www.enclaria.com/2013/04/17/implement-change-with-more-influence-confidence-and-impact/) - Does your project seem like pushing a boulder uphill? Would you like to implement change with more influence, confidence and impact? If your job is to implement change in your organization, I’m guessing at least one and probably more of the following statements is true: Despite your efforts to get everyone on board and doing
- [Four Tips for Getting Other People to Lead](https://www.enclaria.com/2013/05/14/four-tips-for-getting-other-people-to-lead/) - Last week, I attended the Chick-Fil-A Leadercast, a day-long event with speakers such as John Maxwell, Coach K, Jack Welch, Condoleeza Rice and others. The event was held live in Atlanta and broadcast to 120,000 viewers gathered at hundreds of locations in North America. The location I attended had a photo booth with the Chick-Fil-A
- [Five Jobs Made More Effective With Change Management](https://www.enclaria.com/2013/06/06/five-jobs-made-more-effective-with-change-management/) - A recent study by the Association for Change Management Professionals (ACMP) shows that 73% of change management professionals surveyed also have other, non-change-related job duties. I suspect for many of the respondents, the “other” job duties are really their primary job, and those who consider themselves change agents do so because they’ve realized change management
- [How to Avoid Starting a Turf War When Implementing Change](https://www.enclaria.com/2013/10/03/how-to-avoid-starting-a-turf-war-when-implementing-change/) - As a change agent, your role can be seen as meddling in another person’s area. Sometimes, the change takes place in another department and you’re influencing from the outside. In other cases, someone else is already working on a similar project, and you’ve been tasked with absorbing it into your initiative. Either way, your involvement
- [When does a project justify using change management tools?](https://www.enclaria.com/2013/10/22/when-does-a-project-justify-using-change-management-tools/) - One of the participants in a recent webinar series asked, "When does a project justify using change management tools?" Great question. My answer, in a nutshell, is that any project or initiative that will change the way people work warrants going through a change management thought process to understand the impact the change will have
- [You Don't Have to Call It Change Management to Do It](https://www.enclaria.com/2014/01/14/you-dont-have-to-call-it-change-management-to-do-it/) - Last week I attended the Association for Strategic Planning Atlanta chapter's monthly meeting for a presentation called, "Zero to Strategy in 12 Months." It was the story of how the presenter led the development of an Office of Strategy and Solutions in his organization over the course of the last year. He started with nothing,
- [Four Features to Look For in a Change Management Methodology](https://www.enclaria.com/2014/08/06/four-features-to-look-for-in-a-change-management-methodology/) - When you embark on implementing change at work, a change management methodology provides a way to organize your activities, focus your attention, and engage others in a common approach. There are many frameworks to choose from – five levers, eight steps, five phases, three stages – so how do you know which methodology to use?
- [So You Want to Be an Independent Change Management Consultant...](https://www.enclaria.com/2014/10/28/so-you-want-to-be-an-independent-change-management-consultant/) - It seems to be a trend that after spending enough time as an internal change management practitioner that you'll have the desire to go out on your own and become an independent consultant. I frequently talk with people who are considering or in the process of making this transition, or who are at least dreaming
- [Guest Post:  Change Management Models](https://www.enclaria.com/2015/09/29/guest-post-change-management-models/) - Have you been forcing all projects to fit a single methodology because it's what you know? The following article shares one practitioner's journey to uncover new models and expand his change management toolkit. Written by James Lawther for the Enclaria blog. Enjoy! Change management models. They are all wrong, but some are helpful. I
- [Two Ways to Deal with Change Snipers](https://www.enclaria.com/2015/02/25/two-ways-to-deal-with-change-snipers/) - One of the categories of leaders I encourage change agents to plan for are Snipers. Snipers are people who might blindside you if you're not paying attention, by exerting their influence at an inopportune moment, destroying your project's momentum. They're hard to spot, but one question you can ask yourself is, "Who would I like
- [Four Ways to Fuel Change With a Clear Future State](https://www.enclaria.com/2016/11/29/four-ways-to-fuel-change-with-a-clear-future-state/) - Every change initiative needs a clear, well-articulated vision of the desired future state. The vision describes what the organization will become as a result of a successful implementation of the change initiative. There are at least four ways you can use a clear future state vision to help move the organization forward. Navigate The vision
- [You Can't Fake Urgency](https://www.enclaria.com/2017/03/01/you-cant-fake-urgency/) - A lesson from parenthood: All the motivation in the world can't beat a true sense of urgency.
- [Two Ways to Overcome Your Organization’s Immunity to Change](https://www.enclaria.com/2017/03/14/two-ways-to-overcome-your-organizations-immunity-to-change/) - 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. For example, let’s look at an organization that wants to increase levels of ownership and accountability among its employees.
- [Eight Elements of Change Ability](https://www.enclaria.com/2017/02/08/eight-elements-of-change-ability/) - Much of the focus of change initiatives is on motivating people to change. However, even if someone wants to change, they still need to be able to do it. When people resist change, it may not be that they won’t change, but that they can’t. Your job as a change agent is not just to convince people to change, but to enable them to do it.
- [The Pitfalls of Making Change Mandatory – and What to Do Instead](https://www.enclaria.com/2017/01/12/the-pitfalls-of-making-change-mandatory-and-what-to-do-instead/) - Once upon a time, a new client shared his vision for a change that he was responsible for implementing, but which would require significant work by other people in the organization to get it done. His approach was to convince a senior leader to make the goal and the path to achieving it mandatory. He
- [Three Keys to Getting Leaders to Lead Change and Not Expect You to Do It](https://www.enclaria.com/2016/05/04/three-keys-to-getting-leaders-to-lead-change-rather-than-expect-you-to-do-it/) - It happens all the time. Leaders assign responsibility for implementing change, and then expect that you’ll take care of it without much involvement from them. Or they approve your project without doing much to support it after that. Because you’re driving everything forward, you end up being seen as the person who is leading the
- [Top Change Articles for 2016 at Enclaria](https://www.enclaria.com/2016/12/20/top-change-articles-for-2016-at-enclaria/) - Can you believe another year is coming to a close? The following are the most popular posts of 2016 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. Yes, You
- [Three Steps to Break Down Silos and Improve Collaboration](https://www.enclaria.com/2012/07/11/three-steps-to-break-down-silos-and-improve-collaboration/) - Organizational silos, the invisible walls between functional groups that prevent effective collaboration, can undermine any change initiative. At best, the result is local optimization at the expense of system effectiveness. At worst, silos generate animosity between departments and may lead to full-on feuds and even sabotage. Take the following three steps to break down silos
- [How to Leverage Organizational Silos to Implement Change](https://www.enclaria.com/2016/12/08/how-to-leverage-organizational-silos-to-implement-change/) - When implementing change, it can seem impossible to get conflicting organizational silos to work together towards a common goal. But what if silos aren’t as big of a roadblock as we make them out to be? Silos are a natural occurrence when large groups of people organize into smaller groups to create a sense of
- [On gratitude and organizational change](https://www.enclaria.com/2009/11/25/on-gratitude-and-organizational-change/) - As change agents we often lament the things that make our jobs difficult. But, as my former boss Andy Rush used to say, "If this were easy, they wouldn't need us here." So thank you to the unaware leader, who doesn't see when his words and actions don't match. Thank you to the fuddy-dud stick-in-the-mud,
- [Three Reasons People Get Stuck in the Status Quo (And How to Break Free)](https://www.enclaria.com/2016/11/02/three-reasons-people-get-stuck-in-the-status-quo-and-how-to-break-free/) - People who implement change often describe the experience with similar metaphors: It’s like running through quicksand, or swimming upstream, or pushing a boulder uphill. They all describe the same feeling of putting in a lot of effort and going nowhere fast. The power of the status quo, or the current state of the organization, contributes
- [The Common Unique Paths to Becoming a Change Agent](https://www.enclaria.com/2016/10/25/the-common-unique-paths-to-becoming-a-change-agent/) - As a result of my work at Enclaria, I frequently meet change agents in a variety of industries across the world. I love to hear the stories of how each one came to the change management profession. Everyone has a unique and fascinating tale, although there are many similarities across all of our paths. Some
- [A Simple Way to Make Your Change Initiative Fail](https://www.enclaria.com/2016/10/06/a-simple-way-to-make-your-change-initiative-fail/) - Despite what you may have heard, most change initiatives do not fail. Some achieve their intended outcomes. Many make enough progress to say that they worked. Some take longer than expected. There are few change initiatives that are total failures – but it does happen. A change manager who attended a recent workshop shared the
- [The Curious Case of Too Much Support for Change](https://www.enclaria.com/2016/09/28/the-curious-case-of-too-much-support-for-change/) - It goes without saying that in our quest to influence change at work, we want to gain support for that change. After all, when people support change, they want to get involved, or at the very least, they won’t stand in the way. However, in the course of facilitating the Fundamentals of Change Management workshop,
- [Four Facets of Measuring Change](https://www.enclaria.com/2016/09/13/four-facets-of-measuring-change/) - When I was an industrial engineer early in my career, one of my core responsibilities was measuring things. It’s no coincidence that my transition to change practitioner included balanced scorecards to measure strategy execution. Even now, my work helping people influence change still includes identifying measures to track progress and increase accountability. When you start
- [A Common Blind Spot for Improvement Teams](https://www.enclaria.com/2016/08/16/a-common-blind-spot-for-improvement-teams/) - A recent conversation reminds me of a common blind spot for improvement teams:Â getting so caught up in implementation that they lose focus on creating lasting change. His cross-functional improvement team was charged with driving out unnecessary costs in the operation. The task seemed straightforward:Â use data to find opportunities for making better spending decisions,
- [What to Do When Leaders Resist the Change They Hired You to Implement](https://www.enclaria.com/2016/08/03/what-to-do-when-leaders-resist-the-change-they-hired-you-to-implement/) - The field of organizational change is littered with people who were hired to implement change and then eventually fired because the leaders who hired them wouldn’t actually let them do the job. These are a few of the stories I’ve heard over the years: A change manager wasn’t given access to the people who really
- [Keep Rumors from Hijacking Your Change Initiative](https://www.enclaria.com/2016/07/11/keep-rumors-from-hijacking-your-change-initiative/) - The rumors about change can start the instant it’s communicated. A cost management initiative is announced, and suddenly people start speculating to each other what the impact will be – we will lose perks, stop travel, or lose our jobs. A new strategy? The company is going under, and they’re just not telling us. A
- [Two Questions to Ask on a Regular Basis During Change](https://www.enclaria.com/2016/06/21/two-questions-to-ask-on-a-regular-basis-during-change/) - Several years ago, in preparation for a transformation workshop with a client's top management team, I was designing the feedback to collect at the end of the session. At the time, the workshop was thought to be a one-time event for this client, so collecting feedback about what they thought about the workshop seemed self-serving.
- [Why Change Requires More Than Training and Communication](https://www.enclaria.com/2016/06/09/why-change-requires-more-than-training-and-communication/) - It’s a common belief that to get people to adopt change, all you really need is training and communication. If we tell people what to do and why, and show them how to do it, that should be enough to get them to change, right? It’s a logical conclusion, but then people aren’t logical, especially
- [Three Ways to Avoid Making People Feel Irrelevant During Change](https://www.enclaria.com/2016/05/24/four-ways-to-avoid-making-people-feel-irrelevant-during-change/) - During the closing keynote of last week’s Association of Change Management Professionals conference in Dallas, shame and vulnerability researcher Brené Brown threw down a statement that made the audience take pause: "The #1 cause of shame at work is fear of irrelevance. The #1 cause of fear of irrelevance is change." Dr. Brown defines shame
- [When Someone Opens the Door, Walk Through It](https://www.enclaria.com/2016/04/27/when-someone-opens-the-door-walk-through-it/) - About 14 years ago, there was a pivotal moment that started my journey to being a change practitioner. And I could have easily missed it. At the time, I was the industrial engineering manager for a manufacturing company. No stranger to implementing change, especially process improvements, I was in the middle of a part-time MBA
- [Four Times to Offer Praise During Change](https://www.enclaria.com/2016/04/06/four-times-to-offer-praise-during-change/) - Positive reinforcement, in the form of praise and recognition, is a powerful way to influence change. We all like to be acknowledged for our efforts. Receiving praise boosts our confidence. It makes us feel accepted by others. It confirms we’re moving in the right direction and removes the ambiguity that so often accompanies change. As
- [Fill in the Blank](https://www.enclaria.com/2016/03/30/fill-in-the-blank/) - In order for people to adopt change, what do they need to   fill in the blank know believe understand feel create prioritize trust replace avoid value own choose do learn let go embrace accept share expect develop communicate risk discover resist start stop continue fear want gain lose change succeed ? know believe understand feel
- [Creating Buy-in for a Change They Didn’t Choose](https://www.enclaria.com/2016/03/09/creating-buy-in-for-a-change-they-didnt-choose/) - Engaging employees in developing their own solution is one of the key ways to generate ownership and reduce resistance. Yet often, change agents are called into a project after the solution has been decided – the software has been selected, the standard process has been developed, or a strategy has been defined, for example –
- [The Conditions for Resistance-Free Change](https://www.enclaria.com/2016/02/19/the-conditions-for-resistance-free-change/) - As I sat on a plane yesterday on my way to facilitate a client workshop, I remembered the saying about how a plane has to take off against the wind. Rather than ponder the nature of aerodynamics while flying, instead I wondered – could there be change with no resistance? As a fun exercise, I
- [Factors That Help or Hinder Change](https://www.enclaria.com/2012/02/15/factors-that-help-or-hinder-change/) - When planning for change, it helps to identify factors that may hinder change. At the same time, it is important not to forget the factors that may support the change. You often find factors that help or hinder change in the same places. Consider the following examples of types of factors that might affect your
- [The Standard for Change Management is Flawed - It's Also a Step in the Right Direction](https://www.enclaria.com/2016/01/26/the-standard-for-change-management-is-flawed-its-also-a-step-in-the-right-direction/) - When the Association of Change Management Professionals (ACMP®) first introduced the idea of a change management standard, I was intrigued. I liked the idea of enlisting the wisdom of the profession to develop common approaches that work. I personally participated by providing feedback on the original draft. While many of my suggestions were adopted into
- [Let's Put the Agent Back in Change Agent](https://www.enclaria.com/2016/01/12/lets-bring-the-agent-back-to-change-agent/) - When we think of the term “Change Agent,” we typically think the word “agent” means catalyst: a force or substance that causes change. After all, we’re the ones who get things done, right? We instigate change and keep the energy going to see the change come to fruition. However, there’s an alternate definition of “agent”
- [The Three-Dimensional Change Agent Balancing Act](https://www.enclaria.com/2012/03/07/the-three-dimensional-change-agent-balancing-act/) - As a change agent, you probably feel pulled in multiple directions. The reason? Implementing change in organizations is a delicate balancing act. There are (at least) three dimensions you must continually monitor. Go too far in any one direction, and your initiative may topple. As you design and implement change in your organization, consider the
- [Yes, You Should Be a Change Agent... or Hire One](https://www.enclaria.com/2016/01/11/yes-you-should-be-a-change-agent-or-hire-one/) - This weekend, I came across an article on Forbes that was so outrageous, it compelled me to respond. The blog by Liz Ryan was entitled, "Don't Hire a Change Agent... and Don't Be One." She described change agents as "henchmen," "footman," and "flunkies" to leaders, and described the need for change agents in organizations as
- [Top Change Articles of 2015 at Enclaria](https://www.enclaria.com/2015/12/29/top-change-articles-of-2015-at-enclaria/) - Can you believe another year is coming to a close? The following are the most popular posts of 2015 at the Enclaria blog. Which were your favorites, and what did you miss? Thank you for reading and sharing! Whose Job Is It Anyway? A Checklist for Change Initiatives It's important to clarify roles and responsibilities
- [How to Overcome “Not Invented Here” Syndrome](https://www.enclaria.com/2015/12/08/how-to-overcome-not-invented-here-syndrome/) - Over time, individuals and teams develop practices that work for them. When another way comes along that could improve results, they often put up a wall that says, if it wasn’t invented here, then it won’t work for us. Even people who genuinely want to improve results and who admit others’ success with different practices
- [If At First Your Change Doesn't Succeed](https://www.enclaria.com/2015/12/03/if-at-first-your-change-doesnt-succeed/) - My seven-year-old daughter's collections of art and toys piled up in empty corners and on the floor. No matter how much we tried to organize, give away, or throw out, her room was a perpetual disaster area. Part of the problem was the layout of the furniture in her room, where some corners just cried
- [How to Influence Change Without Authority](https://www.enclaria.com/2015/11/05/how-to-influence-change-without-authority/) - Relative to the people who need to change the way they work, those who are trying to implement that change often are not in a position of authority. For example, the human resources director responsible for implementing a new performance management system is not the manager of everyone who will adopt the system. As a
- [How to Get Teams to Discuss Undiscussible Topics](https://www.enclaria.com/2015/10/20/how-to-get-teams-to-discuss-undiscussible-topics/) - In the last post, Five Signs Your Team is Avoiding the Truth (Or Other Uncomfortable Topics), I shared some of the ways you can tell if you team is hiding an undiscussible topic. If the topic is one that needs to be addressed in order for the change to move forward, then you especially need
- [Five Signs Your Team is Avoiding the Truth (or Other Uncomfortable Topics)](https://www.enclaria.com/2015/10/06/five-signs-your-team-is-avoiding-the-truth-or-other-uncomfortable-topics/) - Implementing change at work requires facing the truth and discussing uncomfortable topics. For example, you might have to share that the change will have negative repercussions for certain stakeholders. To adequately assess risk, you may have to admit the possibility that the change won’t work. Or, you may need to help leaders see the behaviors
- [Enclaria Gains Qualified Education Provider™ Status from ACMP](https://www.enclaria.com/2015/04/13/enclaria-gains-qualified-education-provider-status-from-acmp/) - I'm pleased to announce Enclaria recently gained the Qualified Education Provider™ status from the Association of Change Management Professionals® (ACMP®) for its Fundamentals of Change Management course. ACMP’s goal is to advance the discipline of change management, and Enclaria is eager to contribute its part in developing skilled practitioners who design and influence change at
- [Do you wish implementing change was not such an uphill battle?](https://www.enclaria.com/2015/08/25/do-you-wish-implementing-change-was-not-such-an-uphill-battle/) - Do you wish implementing change was not such an uphill battle? I've worked with scores of people who have undertaken the challenge of implementing change in their organizations, and many felt the same way. My job is usually to help make sense of the task ahead, or to help them get unstuck in the middle
- [Five Ways to Equip People to Change](https://www.enclaria.com/2015/09/02/five-ways-to-equip-people-to-change/) - As change agents at work, we spend much of our effort on motivating people to change. However, even if someone is motivated to do something differently, they still need to be able to do it. Much of resistance is not a lack of motivation, but being daunted by the task ahead. It’s not that they
- [For Change Agents: How to Be Resilient in the Face of Endless Obstacles](https://www.enclaria.com/2015/08/18/for-change-agents-how-to-be-resilient-in-the-face-of-endless-obstacles/) - Although I've long been the host of the Influence Change at Work radio show, yesterday, I had the privilege of being the guest on someone else's show. Dr. Linda Hoopes of Resilience Alliance, who has twice been a guest on Enclaria Radio (How to Help Yourself and Others Adapt to Change and How to Avoid
- [Whose Job Is It Anyway? A Checklist for Change Initiatives](https://www.enclaria.com/2015/08/06/whose-job-is-it-anyway-a-checklist-for-change-initiatives/) - Contrary to what some might think, the task of implementing change does not lie solely with the change manager, or anyone else for that matter. Yet, all too often, the responsibility for the tasks involved is assumed and not clearly defined. This lack of role clarity leads to confusion and blame, and important jobs go
- [Stakeholder Engagement - Inform, Influence or Involve?](https://www.enclaria.com/2015/07/29/stakeholder-engagement-inform-influence-or-involve/) - A change in one area radiates out to the rest of the organization. Some groups are affected more than others. How do you determine whether you need to communicate or collaborate? Once you identify your stakeholders (see Three Main Impact Zones of Change), it's time to determine if you need to inform, influence, or involve
- [How to Deal With Resistance to Change](https://www.enclaria.com/2015/06/30/how-to-deal-with-resistance-to-change/) - Do you ever feel like you have to drag people through the mud by their hair to get them to change? That's the opening line of my recent TEDx GeorgiaStateU talk on the topic of "How to Deal With Resistance to Change." Watch to hear a little bit of my story, learn how to spot
- [To Influence Change: Simultaneously Cause and Alleviate Discomfort](https://www.enclaria.com/2015/06/16/to-influence-change-simultaneously-cause-and-alleviate-discomfort/) - The status quo is the existing routine, the comfort zone. Change necessarily causes people to step out of their comfort zones, to learn something that was previously outside of their awareness, or to do something different that may seem unnatural or risky, or to go somewhere that is not well defined. Discomfort is necessary for
- [Communicating the Value of Change Management](https://www.enclaria.com/2015/06/04/communicating-the-value-of-change-management/) - Over the last several years, there’s been a surge of new internal change management positions and departments within organizations. Someone in each organization must have seen the value in dedicating resources to doing change well, but what about everyone else who needs to apply it? Stuck trying to convince everyone else of their purpose, change
- [Six Underlying Reasons for Resistance](https://www.enclaria.com/2015/05/07/six-underlying-reasons-for-resistance/) - When we try to influence people to change, we’re likely to encounter someone exhibiting behaviors that make it seem as though they are resisting change, whether it’s outright refusal to participate or something more subtle like procrastination or avoidance. If we address these resistant behaviors directly, it usually serves to make the resistance stronger, because
- [Three Ways We Make Resistance More Frustrating Than It Really Is](https://www.enclaria.com/2015/04/21/three-ways-we-make-resistance-more-frustrating-than-it-really-is/) - Recently, I posted Eight Telltale Signs of Resistance, in which I described some of the resistant behaviors people use to slow down or prevent change from happening. When we're trying to implement change and we encounter these resistant behaviors, we often have three unhelpful responses that make it seem even more frustrating than it really
- [Eight Telltale Signs of Resistance](https://www.enclaria.com/2015/04/08/eight-telltale-signs-of-resistance/) - The dictionary definition of resistance is: Any force that slows down or prevents motion. So, naturally we define resistance to change as any force that slows down or prevents change. The funny thing is that we don’t really detect resistance unless people aren’t changing as quickly or as enthusiastically or as smoothly as we expect.
- [Ten Types of Organizational Change](https://www.enclaria.com/2015/03/05/ten-types-of-organizational-change/) - Organizational change, or the change that happens at work, encompasses many different types of projects. While the general approach to influencing change is similar across projects, the specific details of how you implement each project will depend on what you’re trying to change. The first step towards customizing your change management approach is defining your
- [Why I Bailed on My STEM Career](https://www.enclaria.com/2015/01/28/why-i-bailed-on-my-stem-career/) - There's been a lot of talk lately in the US about building more STEM (Science, Technology, Engineering and Math) capability in the workforce, and related conversations about how to increase the number of women in STEM programs, and how to keep women in those jobs once they have them. And it makes me feel a
- [Balancing Power and Influence as a Leader During Change](https://www.enclaria.com/2015/01/08/balancing-power-and-influence-as-a-leader-during-change/) - Leaders who have authority in your organization play unique and vital roles during change. They are communicators, decision-makers, and motivators of change, all while being managers of the business. Leading a team through change is not always a straightforward task with right and wrong ways to do things. Instead there are many elements that must
- [Three Simple Things You Can Do Today to Boost Your Influence](https://www.enclaria.com/2014/01/09/three-simple-things-you-can-do-today-to-boost-your-influence/) - The New Year brings with it the energy to get things done and the intention to make a difference. When that difference is to implement change at work, where should you focus your energy? One area to work on is increasing your influence. Increasing your influence may seem like a long-term undertaking, but there are
- [20 Reasons Your Organization is Immune to Change](https://www.enclaria.com/2014/03/05/20-reasons-your-organization-is-immune-to-change/) - Organizations have a way of maintaining the status quo through reinforcing the old way of doing things and discouraging the new way. Even with sufficient communication and training, individuals still may not do things differently, because the organization (or really everyone else within it) somehow prevents them from changing. If your change is not getting
- [How to Implement a Change You Don't Even Like](https://www.enclaria.com/2014/12/04/how-to-implement-a-change-you-dont-even-like/) - One of Enclaria’s training programs is Leading Your Team Through Change, a workshop to help leaders effectively leverage their authority to influence change within their teams. During a recent session with senior leaders of a large organization, one of the participants interjected, “What if we don’t like it ourselves?” It’s not enough to know what
- [Prerequisites for Change Adoption](https://www.enclaria.com/2014/11/12/prerequisites-for-change-adoption/) - About twenty years ago, I was an engineering co-op student at Delco Electronics (now Delphi), an automotive electronics company that at the time was a subsidiary of General Motors. One summer, the company put on a Technology Expo to show off all the futuristic technology they were developing. They needed help with some of the
- [Three Main Impact Zones of Change](https://www.enclaria.com/2014/11/06/three-main-impact-zones-of-change/) - As you embark on implementing a change in your organization, it’s important to identify who will be impacted – not just those who are the primary targets of the change, but others in your organization who are impacted by or who have an impact on the change. There may be many individuals or groups who
- [How to Thrive (and Not Dive) as a Change Agent](https://www.enclaria.com/2014/10/02/how-to-thrive-and-not-dive-as-a-change-agent/) - When we take on a change agent role in an organization, we start off with high hopes for making a difference. Whether you’re hired into the position, assigned or volunteered to take it on, there are a number of things that can help set you apart as someone who can get things done. On the
- [Can't Get Support for Change? Just Hide It](https://www.enclaria.com/2014/09/17/cant-get-support-for-change-just-hide-it/) - In my 2010 book 99 Ways to Influence Change, one thing I did not include was to Hide It. Yet, I've heard recent examples of people doing just that - implementing change even when it's been explicitly shot down or repeatedly unsupported at the top. In one case, a presenter at a PMI event shared
- [Case Study:  A Roundabout Path to Increasing Employee Suggestions](https://www.enclaria.com/2008/07/01/case-study-a-roundabout-path-to-increasing-employee-suggestions/) - Many companies try to fill their employee suggestion box. The Jel Sert Company, at the time a 700-employee manufacturing company headquartered in West Chicago, was no different. Over the course of four years, the company tried many initiatives to increase the number of ideas collected from employees, with some success. In 2002, the executive team
- [How to Be Heard When No One is Listening](https://www.enclaria.com/2014/09/04/how-to-be-heard-when-no-one-is-listening/) - When implementing change in your organization, you may come to a point when you’re frustrated because your ideas don’t seem to go anywhere. Your suggestions are getting shot down or ignored, but no one seems to have any better ones for moving forward. How can you be heard when no one’s listening? The following tricks
- [The Reason for Change Management - Signed, Sealed and Delivered](https://www.enclaria.com/2014/08/19/the-reason-for-change-management-signed-sealed-and-delivered/) - I was at the post office recently to mail a package. The postal worker at the counter was friendly and made funny voices at my 6 year old daughter to make her laugh. He was the picture of good customer service. Then, as he nearly completed the transaction to add postage to the package, he
- [Five Valid Reasons People Are Mad at Your Change Initiative](https://www.enclaria.com/2014/07/08/five-valid-reasons-people-are-mad-at-your-change-initiative/) - As change agents, we tend to believe our change initiatives are worthwhile and important. Any negatives we see are eclipsed by the benefits. Otherwise, why would we try to implement them? But even the best change can annoy or anger those whom it impacts. Why? From our vantage point, we don’t always see the negatives
- [50 Questions That Engage Employees in Change](https://www.enclaria.com/2014/06/10/50-questions-that-engage-employees-in-change/) - Recently, I was going through some old boxes and found a journal from 2004 when I worked as an internal change agent in the role of Director of Organizational Effectiveness. Most of the notebook was filled with observations and ideas for how to implement that new role. Within its pages, I found a great list
- [Poll Results: Issues that Hinder Progress of Change](https://www.enclaria.com/2014/05/28/poll-results-issues-that-hinder-progress-of-change/) - Last week I presented "How Change Gets Stuck" at a webinar hosted by the Association of Change Management Practitioners. I shared 10 ways change typically loses momentum during implementation. As part of the presentation, I conducted a poll:Â "Which of the following likely hindered progress on your current or most recent change initiative?" The 67
- [The Case for Courageous Change Agents](https://www.enclaria.com/2014/05/06/the-case-for-courageous-change-agents/) - Being a change agent is not for the faint of heart. You often have to deliberately step into uncomfortable situations without knowing how they will turn out. For example, you may need to: Force people to slow down and think about the impact of change, when they would rather just get it done. Provide feedback
- [Superheating Change](https://www.enclaria.com/2014/04/22/superheating-change/) - This post requires reader participation! Please read the following story and then share in the comments how we can apply it to change: This morning, I was heating up water in the microwave to prepare some instant oatmeal for breakfast. I put the water in a glass measuring cup and set the timer for 2:30
- [The Cycle of Uncertainty and Three Steps to Break Out of It](https://www.enclaria.com/2014/04/08/the-cycle-of-uncertainty-and-three-steps-to-break-out-of-it/) - Are there questions you’re avoiding asking at work because you don’t want to know the answer? Perhaps the actions of a leader in your organization make you doubt their commitment to the change, but instead of asking where they stand, you get frustrated by their inconsistency. Or perhaps a colleague seems to be encroaching on
- [Favorite Quotes from ACMP's 2014 Conference](https://www.enclaria.com/2014/04/03/favorite-quotes-from-acmps-2014-conference/) - This week I attended the Association of Change Management Professionals' 2014 Global Conference. While I'm still processing everything I learned, I thought I'd share a few of the great quotes I heard. "If you haven't cried on the floor of your office, you're not doing your job." Dean Anderson "Start with 'D'. 'D' is the
- [Four Ways Change is Introduced Into Organizations](https://www.enclaria.com/2014/02/28/four-ways-change-is-introduced-into-organizations/) - Change starts with an idea that something should be different. That idea can come from anyone in the organization. But to affect change, that idea has to get to a point where it can be acted upon. So what does that drop of water look like that propagates out to the rest of the organization?
- [2013 - Top Change Posts of the Year at Enclaria](https://www.enclaria.com/2013/12/26/2013-top-change-posts/) - Thank you for reading my blog this year! Here's a list of the most popular posts at Enclaria for 2013. Have you read them all? The top 5 Enclaria blog posts from this year are: Three Ways to Frustrate Employees Going Through Change Four Reasons Leaders Need Change Agents When Does a Project Justify Using
- [My boss won't listen to me - what do I do?](https://www.enclaria.com/2011/01/04/my-boss-wont-listen-to-me-what-do-i-do/) - I recently saw this question on LinkedIn: My boss won't listen to me - what do I do? In case you are having a conflict with your boss - let's say, you [want to go one way] (and you are sure that this is the best for the company) and he wants to go the
- [Stakeholder Specs That Help Tailor Your Approach](https://www.enclaria.com/2013/12/05/stakeholder-specs-that-help-tailor-your-approach/) - By definition, a stakeholder is anyone who has something at stake due to your change. A stakeholder is not just the person who must change the way they work in order to gain the desired results. A stakeholder may also be someone who benefits or suffers from the outcome of the change, or someone who
- [Four Reasons Leaders Need Change Agents](https://www.enclaria.com/2013/11/07/four-reasons-leaders-need-change-agents/) - The leadership role held by someone with authority is unique. When it comes to implementing change, there are some things that only people with authority can do effectively, like communicating, making decisions, role modeling, and holding people accountable. But the exclusive capabilities of leaders also mean there are some things they just can’t do by
- [Interview:  Leading Organizational Change from the Middle](https://www.enclaria.com/2013/10/31/interview-leading-organizational-change-from-the-middle/) - In 2011, I was interviewed for the Supply Chain Expert Community blog on the topic of Leading Organizational Change from the Middle. I recently found out this recording is included in the course material for a Masters-level Engineering Leadership/Strategic Change class at North Carolina State University. Looking back through the blog history, I realized I
- [Free Webinar:  How Change Gets Stuck](https://www.enclaria.com/2013/08/27/free-webinar-how-change-gets-stuck/) - Tuesday, September 10, 2013 - 1:00 p.m. - 2:00 p.m. Eastern The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward.
- [Three Ways to Frustrate Employees Going Through Change](https://www.enclaria.com/2013/09/05/three-ways-to-frustrate-employees-going-through-change/) - The uncertainty and extra work of organizational change can be stressful enough for employees without you unintentionally making things worse. Yet change agents sometimes cause additional frustration with the tactics they use to influence change. Here are three things to avoid so you don’t create more employee angst about change: Sugarcoat the bad stuff When
- [APQC's Change Management Spotlight: Battling the Status Quo](https://www.enclaria.com/2013/08/29/apqcs-change-management-spotlight-battling-the-status-quo/) - I was recently interviewed by the American Productivity and Quality Center (APQC) for their Change Management Spotlight feature on their blog. In this 20 minute conversation, I answer questions such as: How do you gain buy-in when people are attached to the status quo? How do you keep people from returning to the status quo?
- [Don't Let Managers Make You the Bad Guy](https://www.enclaria.com/2013/08/20/dont-let-managers-make-you-the-bad-guy/) - It's been said organizational change tends to die in middle management. Executives, often the originators of change, are committed to seeing it through. Employees on the front line may even see the benefits of change. Managers in between may even claim to be on board, but still change falters. Why? Because when a manager expects
- [Seven Interviews to Help You Implement Change in Your Organization](https://www.enclaria.com/2013/08/13/seven-interviews-to-help-you-implement-change-in-your-organization/) - Since The Change Agent's Dilemma radio show is taking a break this month, here is a recap of the seven episodes that have aired so far this year. Click the play button below each description to listen to that episode. Gaining Agreement on a Blueprint for Change Guest: Martha Greenway, former Deputy Superintendent of Fulton
- [Five Fundamental Levers of Influence](https://www.enclaria.com/2013/08/06/five-fundamental-levers-of-influence/) - Influencing organizational change is undoubtedly a complicated endeavor. You have to assess your unique situation and determine when and how to use the vast array of influence techniques at your disposal. And yet, patterns appear when you look at what you are really trying to do when you influence others. Underlying all your options are
- [Love It or Leave It:  The Power of the Status Quo](https://www.enclaria.com/2013/08/01/love-it-or-leave-it-the-power-of-the-status-quo/) - Have you watched the show on HGTV called "Love It or List It"? The home makeover show features a couple who are tired of their current house and want to make a change. The show pits two professionals against each other: Hilary, the interior designer, and David, the real estate agent. Both Hilary and David
- [99 Ways to Influence Change](https://www.enclaria.com/2010/10/01/99-ways-to-influence-change/) - If changing the behavior of others followed just a few simple steps, it would be easy! As someone who has tried to implement change in an organization, you know that it's usually not. That's because there are a lot of ways to influence people to change the way they work, and not all of them
- [Continuous imperceptible change](https://www.enclaria.com/2008/11/14/inquiry-continuous-imperceptible-change/) - Last week I was in San Diego for 4 days. Upon my return to Atlanta, I crept into my 7-month-old daughter's room during her nap. In less than a week, she had grown and changed enough that I could perceive the difference. To anyone else, the subtle transformation would have been imperceptible; however as her
- [Employee Survey:  Factors That Increase Innovation](https://www.enclaria.com/2008/09/08/employee-survey-factors-that-increase-innovation/) - In an effort to better understand employee innovation, I developed an employee survey to answer the question:Â "How can we increase the number and quality of ideas suggested by employees?" The survey was developed based on a model for increasing employee involvement*, which includes four elements: Power: For employees to become involved, they need to
- [Ten Essential Tools for Change Agents](https://www.enclaria.com/2010/02/02/ten-essential-tools-for-change-agents/) - Change agents are individuals within organizations who influence change without having direct authority over people who are going through the change. The following are ten things that effective change agents use to influence change in their organizations. 1. Change Knowledge Change agents are the people in their organizations who understand how change works – or
- [New Teleclass!  Beyond Buy-In: Raise Leadership Support for Your Change Initiative](https://www.enclaria.com/2008/12/05/new-teleclass-beyond-buy-in/) - Starting this month, I plan to start a series of monthly teleclasses. The objective is to bring like-minded individuals together to learn about and discuss how to overcome common challenges to organizational change. Earlier this year, I published two articles: Eight Fundamentals of a Successful Change Initiative and Common Challenges of Organizational Change. One overlapping
- [Treading water without adequate leadership support?](https://www.enclaria.com/2010/08/09/treading-water-without-adequate-leadership-support/) - If you are trying to influence change without authority - whether you are in project management, process improvement, engineering, human resources, information technology, strategic planning, or another role where you are leading change from the middle - at some point you need someone with authority to back you up. I wish it weren't true. It
- [How to get Beyond Leadership Buy-in](https://www.enclaria.com/2009/08/04/how-to-get-beyond-leadership-buy-in/) - It almost goes without saying that an organizational change initiative without proper levels of leadership support is doomed to fail. Perhaps the project will be paid lip service, but it will ultimately either be ignored into oblivion or cut short of its potential with one drop of the axe. Not only do organizational leaders have
- [New Webinar Series:  The Proper Care and Feeding of Leaders](https://www.enclaria.com/2010/04/23/new-webinar-series-the-proper-care-and-feeding-of-leaders/) - It is common knowledge that in order for your change initiative to grow beyond your own span of influence you need leadership buy-in. The truth is you need much more than buy-in; as a change agent you need leaders in your organization to take action that supports your initiative. The trouble is, leaders often don't
- [Are key leaders in your organization frustrating you?](https://www.enclaria.com/2010/04/29/are-key-leaders-in-your-organization-frustrating-you/) - Are you frustrated by one or more key leaders in your organization? For whatever reason, they are not doing what is needed to implement change? Perhaps they say they believe that change should happen, but their actions indicate otherwise. Maybe they seem to dismiss it altogether. Or they just do all the wrong things with
- [Webinar: <br>The Proper Care of Leaders (So They Help You Implement Change)](https://www.enclaria.com/2011/06/07/webinar-the-proper-care-of-leaders-so-they-help-you-implement-change/) - The Proper Care of Leaders So They Help You Implement Change Date: Tuesday, June 28, 2011 Time: 11:00 a.m. - 12:30 p.m. Eastern Price: $99 (Early bird $75 by June 15) $49 TODAY ONLY for the first 10 people to register! It is common knowledge that in order for your change initiative to grow beyond
- [Four Signs Leaders Don't Really Support Your Change](https://www.enclaria.com/2011/06/14/four-signs-leaders-dont-really-support-your-change/) - As a change agent, once the change initiative expands beyond your own span of influence, you need to rely on leaders in the organization to carry the change forward. Without their full support, the change fizzles. The trouble is, leaders often don't properly support change even when they agree that it should happen. The following
- [Free Webinar:  10 Essential Tools for Change Agents](https://www.enclaria.com/2009/12/03/free-webinar-10-essential-tools-for-change-agents/) - Do you feel like you're pushing a boulder uphill when it comes to changing your organization? Ever wonder if you are using all the tools at your disposal to make change happen? Join me for a free webinar next week featuring 10 Essential Tools for Change Agents. As the foundation of the INflux Change Agent
- [Free webinar:  Inside Influence: Leading Change from the Middle](https://www.enclaria.com/2010/06/03/free-webinar-inside-influence-leading-change-from-the-middle/) - Last month, I presented live at a meeting of Organization Change Alliance in Atlanta, a presentation called "Inside Influence:Â Leading Change from the Middle."Â It went so well, I thought I would provide an opportunity for internal change agents who are not in Atlanta (or who missed the original presentation) to attend! Inside Influence: Leading
- [Four Steps to Light a Fire (Organization)](https://www.enclaria.com/2008/02/08/four-steps-to-light-a-fire-organization/) - In the new Change Starts Here model for discovering your path to change, the metaphor for change is starting a fire. The ability to make fire is an essential part of human survival, just like change is essential to organizational survival. At each step along the path, an individual seeking to implement change must evaluate
- [What I Am Really Up To at Enclaria](https://www.enclaria.com/2013/05/07/what-i-am-really-up-to-at-enclaria/) - Earlier this year, Daryl Conner of Conner Partners asked a question of change practitioners in his blog post, A Serious Question for Serious Practitioners:Â Is there something beyond the obvious you are hoping to achieve through your work? or in other words, What are you really up to? Besides personal ambition and helping clients achieve
- [The Surprising Thing Not to Do When People Resist Change](https://www.enclaria.com/2013/05/02/the-surprising-thing-not-to-do-when-people-resist-change/) - It can be frustrating when people resist the change you are implementing. When the people who need to change the way they work are pushing back, procrastinating or otherwise halting progress, the knee-jerk reaction may be to get their boss involved. After all, it’s easier to use the authority that’s already in place to get
- [Muster Energy for Change After the Luster Fades](https://www.enclaria.com/2013/04/09/muster-energy-for-change-after-the-luster-fades/) - Much energy is generated at the beginning of a change initiative to draw attention to the need for change, generate excitement about the vision, and coordinate activities. After the change initiative has been launched and some progress has been made, it is easy for the organization to fall into complacency. Thinking the initiative can coast
- [The Invisible Name Tag You Wear at Work](https://www.enclaria.com/2013/03/12/the-invisible-name-tag-you-wear-at-work/) - You may not know it, but right now, you are wearing an invisible name tag that describes who you are in this moment. Since you are reading this post, perhaps your name tag says, "Learning," "Need New Ideas,"Â "Procrastinator" or "Pretending to Be Busy." What do you think it says about you that you're reading
- [Three Feats of a Savvy Change Agent](https://www.enclaria.com/2013/02/12/three-feats-of-a-savvy-change-agent/) - Changing an organization is a challenging endeavor. At times, it can be downright frustrating. Yet often, change agents avoid doing the very thing that will enable the change to happen because it seems too difficult. Those who do the most challenging work of change are the ones who see results instead of continuing to bang
- [The Trouble With Changing Behaviors (and What You Can Do About It)](https://www.enclaria.com/2013/01/22/the-trouble-with-changing-behaviors-and-what-you-can-do-about-it/) - Changing the behaviors of people in an organization is tricky. You can communicate what is expected. You can train people how to do the behavior. You can provide tools to make it easier. You can add incentives to help motivate people to do something new. And still, they will probably continue to do things the
- [Excellent Help: How the Best Change Agents Provide Great Service](https://www.enclaria.com/2012/12/11/excellent-help-how-the-best-change-agents-provide-great-service/) - Depending on their job and organization, change agents have different relationships with the people who are going through the change. Some organizations have centralized departments of internal change consultants that do work for other departments. Some change agents work in roles where it’s their job to change the way others work, like IT, HR or
- [Authority's Constant Companion During Change](https://www.enclaria.com/2012/11/14/authoritys-constant-companion-during-change/) - I tend to make a major distinction between those people in an organization who influence change without authority - change agents - and those who influence change with authority - leaders. And, when I coach change agents, much of our time is focused on influencing leaders to do what they need to do to support
- [How to Keep Your Change Initiative From Slipping Through the Cracks](https://www.enclaria.com/2012/11/08/how-to-keep-your-change-initiative-from-slipping-through-the-cracks/) - By their very nature, organizational change initiatives tend to occur while everyone is also busy keeping the business running. Often, change agents themselves are responsible for other important activities while also implementing their initiatives. It’s hard enough to get other people to make time for working on the change initiative, but what if you are
- [Sidelining Those Who Don't Play Nice With Change](https://www.enclaria.com/2012/10/09/sidelining-those-who-dont-play-nice-with-change/) - During the course of any change initiative, you may come across those whom you prefer to keep at arm’s length from the change. Some are too busy to fully commit the personal energy required to participate. Some are too far from the situation to make a useful contribution. And then there are those people in
- [If You Want to Change Your Organization, Change Management](https://www.enclaria.com/2012/09/06/if-you-want-to-change-your-organization-change-management/) - A phrase often touted as a key step in the change process is “getting buy-in from key stakeholders.” The concept is usually interpreted as gaining permission from managers to implement change in their areas. But most changes in organizations require more than just permission or agreement; they require a different way of managing to support
- [How to Talk About Someone Behind Their Back - Without Using a Knife](https://www.enclaria.com/2012/08/15/how-to-talk-about-someone-behind-their-back-without-using-a-knife/) - My general rule of thumb is:Â Don't talk about people behind their backs. Talking - usually whining or lamenting - about someone who is not in your presence to another person just makes you look bad, feel bad, and does nothing to help the situation. It just cements strain in the relationship, especially if they
- [How to Join the Strategy Conversation When You're Not at the Top](https://www.enclaria.com/2012/08/08/how-to-join-the-strategy-conversation-when-youre-not-at-the-top/) - Mid-level managers and change agents run into a common problem. In order to provide value most effectively by aligning their projects to the greater organization, they need to understand the direction executives are trying to take it. Often, that information is elusive, either because it hasn’t been communicated much outside the executive conference room, or
- [Does Your Team Fit Its Function?](https://www.enclaria.com/2012/08/02/does-your-team-fit-its-function/) - As I watch the 2012 London Olympics, I'm reminded that not all teams should be created equal. Depending on the task at hand and the goal, each team must fit the function. For example: Synchronized Diving:Â The two divers must both flawlessly execute their own dive while mirroring their partner. Relay:Â Each of the four
- [Ten Lessons on Change (and Life) from my 20-Year High School Reunion](https://www.enclaria.com/2012/07/31/ten-lessons-on-change-and-life-from-my-20-year-high-school-reunion/) - This weekend I attended my 20-year high school reunion. It was fun to see everyone, now quite a bit older and wiser. Here are a few lessons I took away from the event. Time changes everyone, albeit in different ways. The rigors of life leave an imprint on all of us that no one can
- [Who Should Influence Up - You or Your Boss?](https://www.enclaria.com/2012/06/12/who-should-influence-up-you-or-your-boss/) - Quite often in the role of a change agent, a change-related issue must be brought to the attention of people higher-up on the organization chart. A decision must be made, funds approved, change communicated or behaviors adopted, among many ways leaders must become involved in the change. When you are implementing change from the middle
- [Are you Implementing Change or Just a Change Program?](https://www.enclaria.com/2012/06/05/are-you-implementing-change-or-just-a-change-program/) - During an all-day client meeting last week, I noticed at one point they were focused more on implementing a change program than implementing the change itself. The group of more than 20 executives and senior managers were discussing an objective to Foster Innovation. The initiative they came up with was to conduct idea contests for
- [Book recommendation: The Power of Habit](https://www.enclaria.com/2012/05/29/book-recommendation-the-power-of-habit/) - I just finished reading a book that is a great resource for anyone trying to change the way people work, with the added bonus that you learn how to change yourself as well. In The Power of Habit, author Charles Duhigg explains some of the neuroscience behind how habits work, and uses many practical examples
- [Restoration and The Effects of Time](https://www.enclaria.com/2012/05/17/restoration-and-the-effects-of-time/) - There's a show on the History Channel that I am fascinated with called "American Restoration." It's a reality show about Rick's Restorations in Las Vegas, Nevada. Every episode shows customers bringing in old things that the restoration crew makes new again. As a change practitioner, I find it ironic that people would pay thousands of
- [Free Teleclass:  10 Ways Change Gets Stuck](https://www.enclaria.com/2012/04/04/free-teleclass-10-ways-change-gets-stuck/) - Want to avoid your change getting stuck? Find out how change loses traction (and find a way to regain it). Join me on Tuesday, April 24, 2012 at 12:00 p.m. Noon Eastern for a free teleclass! In this 1-hour conference call, I will share with you the top ways change initiatives get stuck, including what
- [Organizational Cultures That Make Change Difficult](https://www.enclaria.com/2012/03/29/organizational-cultures-that-make-change-difficult/) - Sometimes change is difficult because the change you want to implement runs counter to the culture. And, sometimes change is difficult because the culture of the organization blocks change in general. The following are cultures that can create an extra burden on change: Everyone For Themselves In some organizations, it seems that each individual puts
- [Find a Change Accomplice to Keep Yourself on Track](https://www.enclaria.com/2012/02/29/find-a-change-accomplice-to-keep-yourself-on-track/) - Last summer, in an effort to increase my level of physical activity, I decided to walk the dog for 20 minutes four times a week. I added a recurring task to my calendar on the days when it worked out best on my calendar. The task reminder worked well for a while, until the weather
- [The Secret Success of the Status Quo](https://www.enclaria.com/2012/02/08/the-secret-success-of-the-status-quo/) - The status quo, the current way things are done in your organization, came about because it was successful. People in your organization learned how to conduct their jobs through trial and error. The things that worked were incorporated into how things are done, and the things that didn't work were dropped. Over time, these became
- [A Simple Test For Accountability](https://www.enclaria.com/2012/01/31/accountability-garbage/) - I like to use the following example to explain and assess different levels of accountability in organizations: If there is a piece of trash on the floor in a regularly traveled hallway, what happens? No Accountability:Â Pretend you don't see it. Comment about the sins of the litterer or the ineptitude of the cleaning staff.
- [Even the obvious causes of behavior are easy to miss](https://www.enclaria.com/2012/01/24/even-the-obvious-causes-of-behavior-are-easy-to-miss/) - There are some things right in front of you that, until you look for them, are completely invisible. For several months, we've noticed independent behavior changes in our 11 year old dog, Sadie. She had become increasingly disobedient, especially not coming when she was called. She had become a whiner. Whenever she wanted something, she
- [A Road Map for Gaining Support for Change](https://www.enclaria.com/2012/01/10/a-road-map-for-gaining-support-for-change/) - Effective support for change means leaders and managers do their part to lead the change with those with whom they have authority. While you can offer guidelines for what support is needed and build mutual accountability within a larger group format, for leaders whose support is crucial to the success of the initiative, it is
- [The urgency detector](https://www.enclaria.com/2012/01/03/the-urgency-detector/) - Over the weekend, we returned home from a week-long holiday vacation to the occasional high-pitched, short chirp of the smoke detector that signaled that the battery was getting low. It was late - almost midnight. The kids were exhausted and needed to get to bed. For some reason, the batteries in smoke detectors are not
- [2011 - The Year In Review](https://www.enclaria.com/2011/12/27/2011-the-year-in-review/) - Thank you everyone for reading my blog this year! I thought I would share a list of the most popular posts for 2011. Perhaps there are some you missed! The top 5 Enclaria blog posts from this year are: Seven Roles of a Change Agent My boss won't listen to me - what do I
- [The limitations of a common motivation technique](https://www.enclaria.com/2011/12/13/the-limitations-of-a-common-motivation-technique/) - Common advice to change agents who are trying to garner support for their initiative is to communicate the WIIFM:Â "What's In It For Me?" The concept, derived from sales, is simple. In order to influence others, change agents must sell what's in it - really, what are the personal benefits - for the people they
- [Avoid Becoming an Invisible Change Agent](https://www.enclaria.com/2011/12/08/avoid-becoming-an-invisible-change-agent/) - The work of a change agent often happens behind the scenes:Â developing programs and tools, coordinating other people's activities, having conversations to get and keep people on board. To best use their leadership, we encourage executives and managers to become the face of change. In the name of engagement, we invite the people affected by
- [Thank you note](https://www.enclaria.com/2011/11/23/thank-you-note/) - Thank you, blog reader. You challenge me to share practical tips and worthwhile ideas on a regular basis. Thank you, coaching client. It is an honor to walk beside you as you influence change in your organization. Thank you, workshop attendee. You inspire me to develop frameworks that make complex work manageable. Thank you, newsletter
- [How to communicate a renewed change effort](https://www.enclaria.com/2011/11/03/how-to-communicate-a-renewed-change-effort/) - I have been working with a coaching client on starting up a new initiative to get a broader on-going project back on track. Together, we came up with the key communication points to introduce the new initiative to a group of high-level managers. The basic elements make a good template for how to tell the
- [The Control Continuum - Engagement vs. Compliance](https://www.enclaria.com/2011/10/25/the-control-continuum-engagement-vs-compliance/) - When you implement change in organizations, a key factor you must consider is control. What parts of the change must be controlled (by you), and which parts can be more guided or left up to those going through the change? You can't have it both ways. There is a Control Continuum, and for each element
- [20 Different Things You Can Communicate About Change](https://www.enclaria.com/2011/09/29/20-different-things-you-can-communicate-about-change/) - Here is a list of all the things you can communicate during change (at least all I could think of). Each of these serves a unique purpose. And we wonder why communication is complicated and underdone... Vision Strategy Urgency Change story Cases and examples Updates on progress Rewards and celebrations Reminders Announcements Invitations Recognition Feedback
- [9.11.01](https://www.enclaria.com/2011/09/11/9-11-01/) - This is my small piece of the story that belongs to all of us who remember that day 10 years ago. Tuesday, September 11, 2001 started like any other day. I was probably in the office at 7:00 a.m. Central time, the normal start time of my daily routine as an Industrial Engineering Manager for
- [Three Conversations Change Agents Must Master](https://www.enclaria.com/2011/09/14/three-conversations-change-agents-must-master/) - Organizational change ultimately occurs one person at a time. Out of necessity to be efficient, we rely on change tools that reach multiple people at once, like meetings, training, and a host of communication methods. However, the most effective means of influencing individuals is in one-on-one conversations. Of course, you can't have one-on-one conversations with
- [How to respond to questions when you can't provide the answer](https://www.enclaria.com/2011/08/31/how-to-respond-to-questions-when-you-cant-provide-the-answer/) - Last week, I hosted a Q&A session in which participants could ask any question they wanted about change and together we would come up with options for solutions. One of the attendees, a manager for a large retail chain, is in the loop when it comes to changes coming down the pike, but has not
- [Five ways change is seen as a threat](https://www.enclaria.com/2011/08/23/five-ways-change-is-seen-as-a-threat/) - This past weekend, I chaired a meeting of Organization Change Alliance, a local group of change practitioners which hosts presentations every month in Atlanta. The speaker was Jackie Sherman, and the topic was "Working With the Brain in Mind."Â (I also interviewed Jackie on The Change Agent's Dilemma last year.) One of the key takeaways
- [Behind the Mask of Resistance](https://www.enclaria.com/2011/08/18/behind-the-mask-of-resistance/) - Anyone who has implemented change in an organization has encountered it:Â the feeling that you are dragging a heavy weight, or pushing a boulder uphill, or swimming upstream, or banging your head against the wall. The label we put on the sense of being slowed down or stuck is resistance. Taking the resistance label at
- [Feeling stuck? Wondering what to do? Just ask!](https://www.enclaria.com/2011/08/09/feeling-stuck-wondering-what-to-do-just-ask/) - Facing challenges as you implement change in your organization? Feeling a little bit stuck? Sometimes all it takes is a new insight that you didn't see before. Or one more thing to try. Or even a little reassurance that what you think you should do really will work. Join me for an Open Q&A Session
- [Getting through to absolutely anyone](https://www.enclaria.com/2011/07/28/getting-through-to-absolutely-anyone/) - I recently read a book that I recommend all change agents read:Â Just Listen:Â Discover The Secret to Getting Through to Absolutely Anyone by Mark Goulston. Goulston, a psychiatrist who appears to be equal parts business consultant, marriage counselor, and hostage negotiator, shares the science of how the brain moves from "No" to "Yes," and
- [Seven Tactics for Instigating Change](https://www.enclaria.com/2011/07/12/seven-tactics-for-instigating-change/) - Before anyone is going to support and implement change in your organization, they must see the need for change. That is, they must feel some kind of pain or frustration from the way they currently do things. Sometimes that takes a good look in the mirror to see things the way they really are. Other
- [Even the best changes involve loss](https://www.enclaria.com/2011/07/07/even-the-best-changes-involve-loss/) - I was reminded this week that all changes - no matter how good - come with a sense of loss. We bought a car. After 9 years, my husband's SUV seemed to have more non-working parts than working parts. The key fobs didn't work, and when he locked the door manually, one of the locks
- [How to engage your biggest resistors](https://www.enclaria.com/2011/06/28/how-to-engage-your-biggest-resistors/) - Earlier this month, I heard Paige Lillard, VP of Business Excellence at Turner Broadcasting, share her change management process with Organization Change Alliance, a professional networking group of organization change practitioners in Atlanta (I am currently the Chair of OCA). It was a great case study of how an internal group can propagate change throughout
- [The most misleading - and exploited - statistic about change](https://www.enclaria.com/2011/05/31/the-most-misleading-and-exploited-statistic-about-change/) - The oft-quoted 70% failure rate of organizational change initiatives bothers me. Not in the sense of "Oh my gosh change is so hard," but it just seems too black-and-white for reality. Some even exploit the statistic to imply that change is near impossible (without spending big bucks on consulting fees). I'm not saying the statistic
- [Changing colors](https://www.enclaria.com/2011/05/03/changing-colors/) - Over the weekend, I changed the color of the kids' bathroom. This implies that I simply painted, but of course, "painting" requires much more than rolling paint on the wall. In fact, that's the easiest part; changing the color of a room requires many more steps. I like to compare organizational change to the other
- [Facing resistance?  Just add ketchup](https://www.enclaria.com/2011/04/26/facing-resistance-just-add-ketchup/) - It's no surprise my 5-year-old son is a picky eater. My general approach to getting him to eat is what I learned from my own mother. She had a rule that you had to eat at least one bite of each item on your plate before you could be excused from the table. You didn't
- [Five ways to change your organization TODAY (April Fools)](https://www.enclaria.com/2011/04/01/five-ways-to-change-your-organization-today-april-fools/) - The following are five things you can do TODAY to move the needle toward positive change in your organization. Do these things, and you can't go wrong. Stay silent. If no one talks about the organization's problems, then they don't exist. Do as you are told. If you want smooth sailing during change, don't rock
- [Make Your Initiative More Than Just a Side Project](https://www.enclaria.com/2011/04/14/make-your-initiative-more-than-just-a-side-project/) - You have gained leadership support, started implementing your project, and people are actually participating! The project is really humming along, getting some results, but you still have a nagging feeling that if you let go, everything would go back to the way it was. The organization still sees the initiative as something special, an exception
- [Five things you can do today to change your organization](https://www.enclaria.com/2011/04/04/five-things-you-can-do-today-to-change-your-organization/) - On Friday, I posted an April Fools list of five ways to change your organization today. Here's the real one. The following are five things you can do today to move the needle toward positive change in your organization: Say the thing that needs to be said. Everyone already knows it, but until it's out
- [Lack of a Definition Renders Accountability Meaningless](https://www.enclaria.com/2008/05/01/lack-of-a-definition-renders-accountability-meaningless/) - Accountability is one of those principles of business that is an important foundation of organizational culture but is easily shrugged off as a buzz-word. Ask someone in your organization to define accountability, and you may hear any number of answers, from “I don’t know” to “following the rules.” You might even see some eyes roll.
- [Four Signs You Should Hire A Coach](https://www.enclaria.com/2008/06/01/four-signs-you-should-hire-a-coach/) - Up to this point, you have probably been successful. And, like most successful people, you will continue to do the things that have made you successful. But, continuing to use the same methods and behaviors that brought you this far might be blocking your path to greatness. Hiring a coach will help you evaluate your
- [Remodel your organization](https://www.enclaria.com/2008/06/30/how-might-you-remodel-your-organization/) - I just drove past a nearby shopping center that has been under reconstruction - getting a face-lift - for what seems like months. Overnight it seemed to become the shell of its new self, looking completely different than the former, run-down building it used to be. Just when I was driving by and thinking "Wow!"
- [A definition of Enterprise Transformation](https://www.enclaria.com/2008/07/01/a-definition-of-enterprise-transformation/) - On Friday, I attended a meeting of the Atlanta chapter of the Association for Strategic Planning, featuring a presentation by Dr. Bill Rouse of the Tennenbaum Institute for Enterprise Transformation at Georgia Tech. The presentation encompassed enterprise challenges that lead to change, a theory of transformation, and the ends, means and scope of transformation. While
- [Common challenges of organizational change](https://www.enclaria.com/2008/07/07/common-challenges-of-organizational-change/) - In my conversations with organizational change practitioners, I've noticed there are at least seven common challenges they face: Leadership buy-in - how do we get the leadership team, especially the CEO, to take on ownership of the changes? Communication - how do we move beyond the prescribed speeches by leadership and get everyday managers and
- [Who what when where how and sometimes why](https://www.enclaria.com/2008/07/22/who-what-when-where-how-and-sometimes-why/) - My three-year-old son recently started bombarding me with "Why?" In the Toyota Production System (think lean manufacturing) and Six Sigma, the "5 Whys" method is used to determine the root cause of a problem. My car won't start. Why1? Because the battery is dead. Why2? Because I left my headlights on last night. Why3? Because
- [Stop convincing yourself of what may not be true](https://www.enclaria.com/2008/07/28/stop-convincing-yourself-of-what-may-not-be-true/) - One of the common perceptions of organizational change is that you need to convince people to do something that they don't want to do. Quite a bit of doubt can arise from this perspective: you may feel that you don't have enough influence in the organization, or perhaps it feels like you are manipulating people.
- [Asset Based Community Development (ABCD)](https://www.enclaria.com/2008/08/21/asset-based-community-development-abcd/) - Last weekend I attended a regular monthly meeting of the Organization Change Alliance, and listened to a presentation by the COO of the Atlanta Community Food Bank, Rob Johnson. Rob discussed his experience with Asset Based Community Development, or ABCD, a methodology that blends organization development theory with improvement of the community at large. Rob
- [Template:  Setting expectations for key change roles](https://www.enclaria.com/2008/09/24/template-setting-expectations-for-key-change-roles/) - One of the toughest parts of a change effort is to influence other people in the organization, especially managers, to speak and behave in ways that move the initiative forward. Frequently, we communicate the vision and hope that managers take up the flag and continue to march faithfully toward the destination. For a few that
- [Leadership is overrated](https://www.enclaria.com/2008/12/02/leadership-is-overrated/) - Now that probably sounds like a crazy statement to make when you've called your business Enclaria Leadership. More about that later... Don't misunderstand me. Leadership is important; however, it is the means, not the end. I've read about and studied Leadership for while now and much of the time this fact is overlooked. The goal
- [My True North Story](https://www.enclaria.com/2008/12/09/my-true-north-story/) - I just submitted an entry to www.truenorthsnacks.com/story - a contest to have an TV ad created and played during the Oscars featuring your True North Story. Entries are limited to 300 words. Here's mine. My name is Heather Stagl, founder of Enclaria, LLC, where I equip individuals to lead organizational change. In my 11 years
- [Remove barriers with Theory of Constraints](https://www.enclaria.com/2008/12/23/remove-barriers-with-theory-of-constraints/) - The Theory of Constraints (TOC) is a model originally developed by Dr. Eli Goldratt and made famous in one of the most-read manufacturing books, The Goal. Last week I attended a presentation at the Organization Change Alliance by Dr. James Cox, retired professor at University of Georgia Terry School of Business, who has worked directly
- [Podcast #1:  A new intrapreneur reflects on large-scale transformation](https://www.enclaria.com/2009/01/06/podcast-1-a-new-intrapreneur-reflects-on-large-scale-transformation/) - The Enclaria podcast series features interviews with change agents. Hear how others break through obstacles while they pass along lessons learned from their organizational change endeavors. Nine months ago, Jim Ryan, Manager of Strategic Planning at Embarq Corporation, changed roles within the Fortune 500 telecommunications company. Although he kept his job title, his role morphed
- [Shampoo lather and other leading indicators](https://www.enclaria.com/2009/01/19/shampoo-lather-and-other-leading-indicators/) - My friend Candace said to me one day, "Did you know that shampoo doesn't need to lather in order to do its job?" She told me that when she was growing up in South Africa, shampoo there did not lather. When she moved to the U.S., she was surprised at the foaming action exhibited by
- [Book Recommendation:  Noble Enterprise](https://www.enclaria.com/2009/01/27/book-recommendation-noble-enterprise/) - I've written about the amazing turnaround of AT&T Canada Long Distance Services by Bill Catucci and his team in Tips for Leading a Successful Transformation.  In a short article I was only able to skim the surface of lessons to be learned. Luckily, there is a new book that contains Catucci's case study as
- [Feedback lessons from American Idol](https://www.enclaria.com/2009/02/03/feedback-lessons-from-american-idol/) - Like millions of others, I enjoy American Idol, but usually only after they get to Hollywood, when they are done filtering through the bad singers. Last week, although they were still in the preliminary phase, I thought I would watch with an eye for feedback tips. Lesson #1: Short of honest feedback, people assume the
- [Podcast #2:  The 100 Million Dollar Challenge](https://www.enclaria.com/2009/02/24/podcast-2-the-100-million-dollar-challenge/) - The Enclaria podcast series features interviews with change agents. Hear how others overcome obstacles while they pass along lessons learned from their organizational change experiences. After 28 years at United Illuminating, an electric utility in Connecticut, Phil Turner retired in January this year as Director of Strategic Planning and Risk Management. As he reflects on
- [Steamroller parade](https://www.enclaria.com/2009/02/26/steamroller-parade/) - I wish I had been quick with a camera this morning when I saw a steamroller parade. Driving down an ordinary suburban parkway, a set of at least 4 steamrollers sauntered along, with light-flashing trucks on both ends. It was a great metaphor for some leaders' approach to change, and for the way that many
- [How to deal with a clueless boss](https://www.enclaria.com/2009/03/02/how-to-deal-with-a-clueless-boss/) - I recently answered the following question on LinkedIn: How do you (convincingly pretend) to listen and respect your Pointy Haired Boss? How do you hide the fact that you are thinking "my God, you are so clueless yet so oblivious to it"? Name-calling aside, it is easy to identify with the author's plight. Who among
- [Case Study:  A Fizzled Balanced Scorecard Implementation](https://www.enclaria.com/2009/03/05/case-study-a-fizzled-balanced-scorecard-implementation/) - In the history of Balanced Scorecard implementations and organizational change in general, stories of projects falling by the wayside are numerous. Even organizations that have had great success and demonstrated breakthrough results have fallen away from the methodology, either due to a change in leadership or from the initiative growing stale. In the case of
- [Podcast #3:  The indispensible change agent](https://www.enclaria.com/2009/03/10/podcast-3-the-indispensible-change-agent/) - The Enclaria podcast series features interviews with change agents. Hear how others overcome obstacles while they pass along lessons learned from their organizational change experiences. As the Senior Manager of Strategy Management Performance Excellence in a large IT department within a much larger corporation, Pamela Santiago has built a team that has become a center
- [Four strategies for making change](https://www.enclaria.com/2009/04/04/four-strategies-for-making-change/) - I just finished reading an interesting article in Time Magazine: How Obama is Using the Science of Change. The article discusses "behavioral economics" being used by the administration to help us make better decisions. It lists four strategies to get people to alter their behavior: Make it clear - provide better information Make it easy
- [The fear of implementing change](https://www.enclaria.com/2009/04/14/fear-of-implementing-change/) - In the Beyond Buy-in workbook, one of the 5 steps to raising leadership support for your change initiative is to Diagnose the Gap between each leader's current actions and behaviors and the ones you would like them to demonstrate to better support your change initiative. There are a number of places to look at what
- [Fair vs Equal:  Two views of incentives](https://www.enclaria.com/2009/05/03/fair-vs-equal-two-views-of-incentives/) - During my Beyond Buy-in webinar a couple of weeks ago, one of the attendees mentioned that different leaders are motivated by different things, and that there is no one-size-fits-all incentive. How true! Now that the comment has had time to percolate, here are some thoughts. I would like to talk about the difference between fair
- [Four Ways to Boost Your Organizational Power](https://www.enclaria.com/2009/06/09/four-ways-to-boost-your-organizational-power/) - For advocates of organizational change, power is the ability to get things done either by influencing others or by making decisions. Possessing power means that colleagues are more likely to do what you ask, respect your opinion, and follow you in the direction you want to go. Fortunately, power is not something you can buy
- [The change agent's dilemma](https://www.enclaria.com/2009/06/16/the-change-agents-dilemma/) - The position of internal change agent - wherever it falls in the organization - can be a tricky one. You are responsible for influencing the organization, usually without the direct authority to do so. Leaders are quick to delegate ownership to you, even though they are the ones who really need to own the project.
- [Avoid Scattershot Change:  Plan Communication](https://www.enclaria.com/2009/07/14/avoid-scattershot-change-plan-communication/) - No change initiative can occur successfully without proper organizational communication. When communicating for change, messages are conveyed to audiences with the purposes of keeping people informed and mobilizing the organization. Communication is the means to gain attention, educate, and get individuals and groups to take action to move the change initiative forward. As an internal
- [A change agent by any other name](https://www.enclaria.com/2009/07/22/a-change-agent-by-any-other-name/) - Even as I start an internet radio show on BlogTalkRadio called The Change Agent's Dilemma, at times I think we need a new, less jargon-y term for "change agent." I don't know about you, but I've never seen someone with a job title of "Change Agent."Â I've seen Manager of Change Management (isn't that really
- [Lessons from a Rose](https://www.enclaria.com/2009/07/30/lessons-from-a-rose/) - A few weeks ago, this beautiful rose bloomed from an otherwise untended, ignored and practically dead rose bush in our backyard. It surprised me one day. Glancing out the back window I caught the glimpse of the most glorious red against the backdrop of a dreary weathered fence. That's when this post was about succeeding
- [Pinpoint Communication Clinic](https://www.enclaria.com/2009/08/27/pinpoint-communication-clinic/) - For individuals who need to influence a broad audience to implement organizational change: Do you feel like your change communication is: Inconsistent? Overwhelming? Not Being Heard? Not Enough? Off Target? Not Even Started? The Pinpoint Communication Clinic will show you how to organize the multiple facets of organizational communication so you can get your message
- [My one regret](https://www.enclaria.com/2009/09/08/my-one-regret/) - If there is one regret I have from my years as an internal organizational change agent, it's that I avoided having some of the tough one-on-one conversations that may have yielded large gains. The reasons for avoidance were usually fear-based:Â fear of hurting someone's feelings, fear of retaliation, fear that it would backfire and result
- [The birth of a part-time change agent](https://www.enclaria.com/2009/09/17/the-birth-of-a-part-time-change-agent/) - In my own story of organizational change as well as the stories of others, being a change agent started out as a part-time thing. Sometimes you realize that in order to effectively perform your day job, organizational changes need to happen so you take them on. Sometimes the opportunities you see are outside the scope
- [Four Reasons NOT to Conduct an Employee Survey](https://www.enclaria.com/2009/09/22/four-reasons-not-to-conduct-an-employee-survey/) - Employee surveys are useful tools for understanding the beliefs, attitudes and opinions of an organization as a whole. Surveys are commonly used in pursuit of change to discover and understand organizational culture, resistance, morale, and a host of other characteristics that can shine the light on opportunities for improvement. However, not all surveys will improve
- [Bounce Back After Change:  Five Avenues for Mastering Resilience](https://www.enclaria.com/2009/09/25/bounce-back-after-change-five-avenues-for-mastering-resilience/) - By Liisa Hardaloupas, M.O.D. and Heather Stagl For an inanimate object resilience is like elasticity: the ability to return to its original form after being bent, compressed, or stretched. A rubber band is resilient; a coffee cup that is dropped, spilled and broken is not. Similarly, for a person resilience is the ability to grasp,
- [Traits and skills of effective change agents](https://www.enclaria.com/2009/10/01/traits-and-skills-of-effective-change-agents/) - Yesterday I received a call from a recruiter who found my site through a search engine and saw that I worked with change agents. She asked if I either had or knew of an assessment to qualify candidates for change agent positions. Her client was specifically looking for a canned proven test. Unfortunately, I had
- [Influencer:  Required reading for change agents](https://www.enclaria.com/2009/10/15/influencer-required-reading-for-change-agents/) - I just finished reading a book that all change agents should have on their shelves: Influencer: The Power to Change Anything by Kerry Patterson et al. By the same authors of another great book, Crucial Conversations, Influencer says that people ask themselves two questions when deciding whether to try a new or different behavior: 1)
- [The Change Agent Challenge!](https://www.enclaria.com/2009/10/19/the-change-agent-challenge/) - Sometimes I think organizational change agents are so focused on figuring out how to facilitate change in others that we forget that our best opportunity to understand how others change is to learn from our own experiences. With that in mind, I invite you to participate in a challenge that I expect will both increase
- [My Change Agent Challenge - Part 1: Motivation](https://www.enclaria.com/2009/10/20/my-change-agent-challenge-part-1/) - Yesterday I posted an invitation to The Change Agent Challenge, to try to change something about yourself and take notes. This is the series of posts on my own observations in taking on the Challenge. "People who smoke cigarettes, they say 'You don't know how hard it is to quit smoking.' Yes I do. It's
- [My Change Agent Challenge - Part 2: Integration](https://www.enclaria.com/2009/10/21/my-change-agent-challenge-part-2/) - Earlier this week I invited you to take part in The Change Agent Challenge, a learning experience in which you try to change yourself and see what happens. This post is Part 2 of my own personal Challenge. In Part 1 of My Change Agent Challenge, I discussed the ways that I increased my motivation
- [My Change Agent Challenge - Part 3:  Identity](https://www.enclaria.com/2009/10/22/my-change-agent-challenge-part-3/) - Earlier this week I invited readers to participate in The Change Agent Challenge, to take the opportunity to make a change in yourself to better understand how people change. This post is a continuation of my own observations as I take part in the Challenge. After all this thinking about flossing, it occurred to me
- [Tips for Getting Your Project Approved](https://www.enclaria.com/2009/11/02/tips-for-getting-your-project-approved/) - Unfortunately, not everyone in your organization has the same understanding or feels as strongly as you do that your project should be implemented – whether it is the entire change initiative, or an enabler such as training or software. While some projects might fly under the radar in the beginning, at some point someone with
- [The case of a bad incentive](https://www.enclaria.com/2009/11/17/the-case-of-a-bad-incentive/) - A manufacturing company paid sales managers a bonus for forecast accuracy. Great idea, right? Except the bonus was paid on the accuracy of the total number of cases projected. It didn't matter what category, or what SKU. If the sales manager said he was going to sell 100,000 cases, it didn't matter what was in
- [Five Rules for Facilitating Productive Leadership Teams](https://www.enclaria.com/2009/12/08/five-rules-for-facilitating-productive-leadership-teams/) - As a change agent, you might occasionally need to facilitate a leadership team to drive your change initiative forward. Like many meetings, leadership team meetings can be boring and ineffective. Leadership team meetings are especially challenging because the time when the entire team can meet in the same room is rare and easily squandered. Follow
- [Three Myths About Organizational Change](https://www.enclaria.com/2010/01/05/three-myths-about-organizational-change/) - Our beliefs about what change is and how it works can influence our willingness to take on the challenge appropriately. Change agents who believe these three myths might find their initiatives stuck in a rut. Myth #1: The goal is change. Perhaps we are victims of language. Organizational change practitioners commonly talk as though the
- [The first step toward change](https://www.enclaria.com/2010/01/13/the-first-step-toward-change/) - When you want something to change, the first thing you need to do is stop complaining about it. You may not truly whine about it; complaining takes many forms. Perhaps you lament about it with your colleagues at lunch, or even work yourself into a loathsome frenzy about who is to blame. You might lead
- [Leaders are not change agents](https://www.enclaria.com/2010/01/20/leaders-are-not-change-agents/) - Leaders are not change agents. They are leaders! Leaders and change agents hold two separate positions within an organizational change initiative. Leaders have power and authority within their organizations primarily due to their position. They are able to hold people accountable for changing their behaviors and activities. The organization watches and listens to leaders to
- [Change agents are leaders](https://www.enclaria.com/2010/01/21/change-agents-are-leaders/) - Yesterday I talked about how leaders are not change agents, pointing out a difference in roles between individuals who have authority within a change initiative, and those who don't. While people who are in leadership positions are not the same as the people who are change agents, change agents themselves must demonstrate leadership qualities to
- [Everyone else is doing it](https://www.enclaria.com/2010/01/23/everyone-else-is-doing-it/) - I ran a red light today. Actually, a blinking red light, the kind that indicate that you are supposed to treat it like a stop sign. It was on a multi-lane one-way street in a long string of working stop lights. Approaching it, I thought, "I should stop," especially since there was a car waiting
- [Overcome resistance with fancy purple shoes](https://www.enclaria.com/2010/01/28/overcome-resistance-with-fancy-purple-shoes/) - My almost-2-year-old daughter is obsessed with shoes. She will just sit in our shoe corner and try on everyone's shoes and walk around in them for fun. Her favorite ones, though, are her own pink shiny ones. The trouble started when inevitably, her favorite pink shoes became too small - or rather her feet grew
- [Use logic modeling to check your assumptions](https://www.enclaria.com/2010/02/13/use-logic-modeling-to-check-your-assumptions/) - Yesterday I attended a meeting of the Association for Strategic Planning Atlanta chapter. The presenter was Tom Chapel, Chief Evaluation Officer for the Centers for Disease Control and Prevention. His job is to make sure all the programs designed and implemented by the CDC actually cause the results they are intended to cause. The example
- [Everyday influence tactics not found in leadership books](https://www.enclaria.com/2010/02/18/everyday-influence-tactics-not-found-in-leadership-books/) - While setting forth inspiring visions, making bold decisions in support of change, and modeling desired behavior with integrity is the stuff of leadership legend, change ultimately happens in small steps taken daily to nudge people in the right direction. Consider the following influence tactics that people use every day at work that, when used with
- [Monitor Your Organization's "Non-Verbal" Communication](https://www.enclaria.com/2010/02/23/monitor-your-organizations-non-verbal-communication/) - It is widely cited that verbal communication makes up only 7% of a total message during a conversation. That is, 93% percent of the meaning within the conversation comes from outside the words that we use. These non-verbal aspects of communication include gestures, posture, intonation, and facial expressions. It turns out the concrete language is
- [My recent carnival appearances](https://www.enclaria.com/2010/03/09/my-recent-carnival-appearances/) - Ok, I do not perform any tricks worthy of joining the circus, but a couple of recent blog posts have been published by two Blog Carnivals - monthly collections of noteworthy articles on specific topics. First, my article 10 Essential Tools for Change Agents was posted in the Carnival of HR:Â Mardi Gras Edition. Most
- [A simple way to assess motivation preferences](https://www.enclaria.com/2010/03/18/a-simple-way-to-assess-motivation-preferences/) - My son likes to challenge me to battles on MarioKart Wii. While the main game is the traditional car race, there are also two options for battles: Balloons: Each player starts with 3 balloons attached to their cars. The goal of the battle is to protect your balloons from being popped while trying to pop
- [Implementing Change from Inside?  Watch Out for Blind Spots](https://www.enclaria.com/2010/03/24/implementing-change-from-inside-watch-out-for-blind-spots/) - Due to human nature, sometimes we make assumptions that are so ingrained in our minds that we don't even realize we are making them. When it comes to implementing change, these blind spots can get in the way of taking proper action - or even realizing that action is a possibility. A former boss used
- [The ownership paradox](https://www.enclaria.com/2010/04/15/the-ownership-paradox/) - I had an interesting conversation this morning with the director of a Project Management Office. One of the key points of the discussion was a distressing paradox: If you want organization change to stick, you need someone with authority to take ownership of the change.  When they take ownership, they tend to want to
- [When change is a bad idea](https://www.enclaria.com/2010/04/28/when-change-is-a-bad-idea/) - One of the assumptions I typically hold true on this blog is that the change you are trying to implement is in fact something you should be doing -- one that brings about improvement, helps people work better, and makes the organization more successful. Occasionally it helps to be reminded that not all change is
- [99 Ways to Influence Change, #1:  Tell stories](https://www.enclaria.com/2010/05/03/99-ways-to-influence-change-1-tell-stories-2/) - I recently came up with a list of 99 influence factors, or ways to help people change. I have challenged myself to post one per business day. These are in no particular order (really - I copied them into Excel and randomized the list). At the end, I'll post a master list with links back
- [99 Ways to Influence Change, #2:  Model behavior](https://www.enclaria.com/2010/05/04/99-ways-to-influence-change-2-model-behavior/) - “Example is not the main means of influencing others; it is the only means.” ~Albert Schweitzer While I obviously believe there are at least 98 other ways to influence others, he has a point; if you want people to change their behavior, you have to do it too. Modeling behavior influences in two ways. First,
- [99 Ways to Influence Change, #3:  Involve people](https://www.enclaria.com/2010/05/05/99-ways-to-influence-change-3-involve-people/) - I often hear (or read) the phrase, "People don't resist change; they resist being changed." No one wants change to be imposed on them to the point of helplessness and lack of control. If you try, you are headed for a full-on revolt. Instead, involve people in shaping the change, so it doesn't feel like
- [Make Measures Work](https://www.enclaria.com/2010/05/06/make-measures-work/) - It's been said, "What gets measured gets done." Taken at face value, the statement means that if you want something done, then simply measure it. Anyone who has tried to implement a balanced scorecard knows that just because you measure something doesn't mean it's automatically going to change. There are a number of caveats and
- [99 Ways to Influence Change, #4:  Say "please"](https://www.enclaria.com/2010/05/06/99-ways-to-influence-change-4-say-please/) - Never underestimate what people will do if you just ask nicely! First of all, you have to ask. Forget all the complicated programs, messages and incentives for a minute. What would happen if you simply asked people to take part in the new activity, or to adjust their behavior? Sometimes we think we need to
- [99 Ways to Influence Change, #5:  Allow failure](https://www.enclaria.com/2010/05/07/99-ways-to-influence-change-5-allow-failure/) - When trying out a new activity, process or behavior, not everyone - in fact few people - will get it right the first time. And that is okay. It must be okay. Better than that, it must be encouraged. Much of resistance to change comes from: Fear of failure Feeling incompetent Fear of screwing something
- [99 Ways to Influence Change, #6: Ridicule](https://www.enclaria.com/2010/05/10/99-ways-to-influence-change-6-ridicule/) - Some of the influence tactics in this list should be used sparingly and with caution. In some situations, they can be effective! One of those is ridicule. You should only taunt someone you know well and in good humor. The last thing you want to do is hurt someone's feelings or offend him by striking
- [99 Ways to Influence Change, #7:  Generate scarcity](https://www.enclaria.com/2010/05/11/99-ways-to-influence-change-7-generate-scarcity/) - Part of the challenge of influencing change is getting people to step out of their day-to-day routines to take some action, instead of saying, "I'll just do it later." One way to encourage people to take action now is to generate scarcity. When people perceive that an opportunity is scarce, it creates demand for that
- [99 Ways to Influence Change, #8: Transfer ownership](https://www.enclaria.com/2010/05/12/99-ways-to-influence-change-8-transfer-ownership/) - For each initiative, the change agent should be a temporary position. Eventually, ownership of the new organization, process or system must be returned to the people who are doing the work. I'm not talking about giving people a sense of ownership by involving them. I mean giving the job back to them to take care
- [99 Ways to Influence Change, #9: Clarify expectations](https://www.enclaria.com/2010/05/13/99-ways-to-influence-change-9-clarify-expectations/) - Based on many years of research, Gallup, Inc. has developed 12 statements that best predict employee engagement and performance (called the Gallup Q12). One of those statements is, "I know what is expected of me at work." It's obvious, really. If you have expectations for behaviors or results, then tell people what they are, so
- [99 Ways to Influence Change, #10:  Provide feedback](https://www.enclaria.com/2010/05/14/99-ways-to-influence-change-10-provide-feedback/) - As people incorporate changes into their routines, let them know what they are doing well and what needs improvement as they go. Feedback provides reinforcement of the change and also the opportunity for course correction. When we hear the word "feedback," we typically think of difficult one-on-one conversations telling people their "opportunities for improvement." While
- [99 Ways to Influence Change, #12: Remove status quo enablers](https://www.enclaria.com/2010/05/18/99-ways-to-influence-change-12-remove-status-quo-enablers/) - In 1519, Spanish conquistador Hernán Cortés, upon arrival to what is now Mexico, ordered his men to scuttle the boats so they could not leave (legend says he burned them, although history shows they merely ran them shore). Until the change has been firmly established, the temptation remains to go back to the old way.Â
- [99 Ways to Influence Change, #13: Acknowledge fears](https://www.enclaria.com/2010/05/19/99-ways-to-influence-change-13-acknowledge-fears/) - One of the key elements of resistance to change is fear. Fear can keep people from trying new things, stop people from speaking up during their change experience, and create anxiety about the future. And let's face it, most changes that are intended to create high-performance organizations have some element of reducing fear involved, whether
- [99 Ways to Influence Change, #14:  Show you care](https://www.enclaria.com/2010/05/20/99-ways-to-influence-change-14-show-you-care/) - The best way I know to gain respect as a change agent is to show that you care about people personally. People are more likely to go along with you, even in difficult times, if they feel you have their best interests at heart. Of course it starts with actually caring - a good dose
- [99 Ways to Influence Change, #15: Start conversations](https://www.enclaria.com/2010/05/21/99-ways-to-influence-change-15-start-conversations/) - Confusion and hesitancy about change occurs when the only conversations about change happen around the water cooler, or behind closed doors, or as whispers in the corner. Even with clear official communication, without open conversations people can form their own interpretation of what is going on. The most important conversations are usually the ones people
- [99 Ways to Influence Change, #16:  Demand compliance](https://www.enclaria.com/2010/05/24/99-ways-to-influence-change-16-demand-compliance/) - Sometimes, if you want people to do something, you've got to use brute force. Enough with the buy-in and consensus-building efforts; just make people do it already! I've known plenty of change agents who tried to implement new processes whose efforts were foiled by a boss who did not demand compliance to that process. If
- [99 Ways to Influence Change, #17:  Develop support systems](https://www.enclaria.com/2010/05/25/99-ways-to-influence-change-17-develop-support-systems/) - Many familiar programs designed to help individuals form better habits surround people with support systems. For instance, according to WeightWatchers, "People who attend meetings lose 3 times more weight as those who go it alone." Their website says that meetings provide guidance, encouragement and accountability for those who attend. If support systems work for changing
- [99 Ways to Influence Change, #18:  Admit mistakes](https://www.enclaria.com/2010/05/26/99-ways-to-influence-change-18-admit-mistakes/) - Mistakes happen during the course of organizational change: lack of communication, bad strategy, poorly aligned incentives, misdiagnosing of a problem, and other leadership bobbles. It can be tempting to smooth them over, make a course correction and hope nobody noticed. Or worse yet, let the change initiative fizzle out and disappear without explanation. The trouble
- [99 Ways to Influence Change, #19:  Make it viral](https://www.enclaria.com/2010/05/27/99-ways-to-influence-change-19-make-it-viral/) - In today's attention-overload workplace, it is easy for your change message to be lost. With the advent of social media sites like Twitter, Facebook and YouTube, it seems the only way to gain a lot of attention nowadays is to make your message viral. That is, it needs to gain momentum by spreading from person
- [99 Ways to Influence Change, #20:  Remove obstacles](https://www.enclaria.com/2010/05/28/99-ways-to-influence-change-20-remove-obstacles/) - Often, some people in the organization are on board with the change and would like to modify their activities and behaviors, but too much stands in their way! To enable change, you need to remove obstacles. Consider the following: Not enough time to add a new activity to their routine and to move through the
- [99 Ways to Influence Change, #21: Show that others are doing it](https://www.enclaria.com/2010/05/31/99-ways-to-influence-change-21-show-that-others-are-doing-it/) - Under ambiguous circumstances, we look around to see what other people are doing to help us understand the situation and select the appropriate action ourselves. Robert Cialdini, author of Influence: The Psychology of Persuasion, calls this phenomenon Social Proof and says it is rooted in conformity. If you want to influence someone to do something,
- [99 Ways to Influence Change, #22:  Tell the truth](https://www.enclaria.com/2010/06/01/99-ways-to-influence-change-22-tell-the-truth/) - If change starts anywhere, it starts with the truth. Someone sees the organization as it is and how it could be better, and then starts talking about it with anyone who will listen. It doesn't help to keep a little blue notebook full of observations, complaints and ideas. Change won't start until you do something
- [99 Ways to Influence Change, #23:  Ask for ideas](https://www.enclaria.com/2010/06/02/99-ways-to-influence-change-23-ask-for-ideas/) - Want to know what needs changing in your organization? Just ask the people who work there. It's amazing how people spout long-held ideas for improvement that are unleashed when someone simply asks for them. With great enthusiasm, employees will share what they have long known was a problem but no one seemed to want to
- [99 Ways to Influence Change, #24:  Make it easy](https://www.enclaria.com/2010/06/03/99-ways-to-influence-change-24-make-it-easy/) - Consider the following scenarios: As a team facilitator, you diligently take notes, capturing all the tasks, responsibilities and due dates for the team. After the meeting, you send out an email to the entire distribution list with the notes as an attached Word document. As a team facilitator, you diligently take notes, capturing all the
- [99 Ways to Influence Change, #25:  Rely on friends](https://www.enclaria.com/2010/06/04/99-ways-to-influence-change-25-rely-on-friends/) - Your closest circle of influence are your friends at work. They are the people who trust you the most, who like you, and who believe in what you are doing - at least they see that you believe in it. Perhaps with the exception of people who report directly to you, you have the greatest
- [99 Ways to Influence Change, #26:  Beg](https://www.enclaria.com/2010/06/07/99-ways-to-influence-change-26-beg/) - Desperate times call for desperate measures. And what is more desperate than begging? Although getting on your knees and crying will most likely not win you favor with coworkers and managers, a little begging might work to show someone that you really need them to do something. Begging can be subtle, like going the more
- [99 Ways to Influence Change, #27:  Instigate competition](https://www.enclaria.com/2010/06/08/99-ways-to-influence-change-27-instigate-competition/) - Want to motivate people to reach for a goal? Tap into the human drive to win and instigate competition. Whether there is an award or not, individuals and teams will most likely strive to earn bragging rights over the rest of their competitors. Beware; when you instigate competition, you can turn teammates into enemies. You
- [99 Ways to Influence Change, #28: Instill curiosity](https://www.enclaria.com/2010/06/09/99-ways-to-influence-change-28-instill-curiosity/) - I once worked with an organization that had launched a successful communication campaign for its strategy with posters that simply said, "Got strategy?"Â The posters, which had white printed on a black background and was printed with the same font as the "Got milk" ad campaign, also included a date -- that of the next
- [99 Ways to Influence Change, #29: Reframe it](https://www.enclaria.com/2010/06/10/99-ways-to-influence-change-29-reframe-it/) - People going through change often get stuck in their current state because their current point of view keeps them from seeing other possibilities for moving forward. The stories they tell themselves about their experience of the change can reinforce their resistance. When someone is stuck in their point of view, reframe it. Reframing means helping
- [99 Ways to Influence Change, #30:  Customize learning](https://www.enclaria.com/2010/06/11/99-ways-to-influence-change-30-customize-learning/) - Organizational change typically requires that people learn new skills, knowledge or behaviors. If you want it to stick, customize learning. First, customize learning to the change itself. Focus the training or education on helping people perform the task at hand. Make sure learning covers the hard part of the change and not just the mechanics.
- [99 Ways to Influence Change, #31: Set the default](https://www.enclaria.com/2010/06/14/99-ways-to-influence-change-31-set-the-default/) - In their book, Nudge: Improving Decisions about Health, Wealth, and Happiness, authors Richard Thaler and Cass Sunstein talk about how people are likely to continue a course of action simply because it is the one they are already doing. This status quo bias is not a surprise to anyone trying to influence organizational change! However,
- [99 Ways to Influence Change, #32:  Build trust](https://www.enclaria.com/2010/06/15/99-ways-to-influence-change-32-build-trust/) - If you are to have any influence at all as an individual, other people need to give you the power to influence them. And no one willingly gives power to someone they don't trust. To build a foundation of trust, start by protecting your integrity. In a great book called The Transparency Edge, Barbara and
- [99 Ways to Influence Change, #33:  Listen](https://www.enclaria.com/2010/06/16/99-ways-to-influence-change-33-listen/) - One reason people demonstrate resistance and resentment to change is when they feel they have no control of their situation. Often this feeling of lack of control stems from not having an outlet for their frustration or their ideas. As a change agent, you can mitigate some resistance simply by listening. I have often heard
- [99 Ways to Influence Change, #34:  Bribe](https://www.enclaria.com/2010/06/17/99-ways-to-influence-change-34-bribe/) - While it sounds illicit, bribery is simply offering something in exchange for what you would like another person to do. Mutual back-scratching or trading favors are common ways to influence someone who doesn't believe the value of performing an activity is worth the effort to do it. A little extra incentive might push some people
- [99 Ways to Influence Change, #35:  Encourage](https://www.enclaria.com/2010/06/18/99-ways-to-influence-change-35-encourage/) - Change can be intimidating for those going through it. Taking on new behaviors, especially those that conflict with the existing culture of the organization, require people to do things that are uncomfortable. As a change agent, you can help by encouraging. Literally, "to impart courage," there are many ways you can encourage people: Reassuring them
- [99 Ways to Influence Change, #36:  Prioritize](https://www.enclaria.com/2010/06/21/99-ways-to-influence-change-36-prioritize/) - In most cases the day-to-day activities, meetings and tasks continue at the same time as change is taking place. It is easy for change to be a peripheral activity, something to fit between everything else, or something to complete when everything else is done. To influence change, help people prioritize. Prioritizing is not just about
- [99 Ways to Influence Change, #37:  Give praise](https://www.enclaria.com/2010/06/22/99-ways-to-influence-change-37-give-praise/) - My dog Sadie is now 9 years old, but I remember when we brought her home as a puppy. The first thing on the list? House-training. I had heard that the best book on dog training is How to Be Your Dog's Best Friend by the Monks of New Skete. Their advice is simple. Take
- [99 Ways to Influence Change, #38:  Educate](https://www.enclaria.com/2010/06/23/99-ways-to-influence-change-38-educate/) - When change is happening to people without sufficient explanation, they will instinctively resist it. To help people understand what is going on, it is important to let them know what the change is and why it is happening. To influence change, educate people about the change itself. Answer the natural questions people will want to
- [99 Ways to Influence Change, #39:  Help them succeed](https://www.enclaria.com/2010/06/24/99-ways-to-influence-change-39-help-them-succeed/) - For two years in a row, my fellow Organization Change Alliance colleague Jeff Lebow has provided feedback as I designed exercises for the presentations I gave to the group. Both times, he asked a remarkable question: "How can you help people succeed?" Whenever it is possible for someone to make an error, someone will. Wherever
- [99 Ways to Influence Change, #40:  Build new skills](https://www.enclaria.com/2010/06/25/99-ways-to-influence-change-40-build-new-skills/) - In order to change, people need both the desire and the ability. Change often requires people to learn how to perform new tasks and behaviors so they have the ability to participate effectively in the change. To influence change, build new skills. New skills vary by change initiative, but they might include: Time management Creativity
- [99 Ways to Influence Change, #41:  Do favors](https://www.enclaria.com/2010/06/28/99-ways-to-influence-change-41-do-favors/) - In Influence: The Psychology of Persuasion, author Robert Cialdini talks about the principle of reciprocity: people tend to return a favor. Do something nice for someone, and they are likely to do something nice for you in return. As a change agent, your personal influence with individuals can be enhanced by this principle. To influence
- [99 Ways to Influence Change, #42:  Fix problems](https://www.enclaria.com/2010/06/29/99-ways-to-influence-change-42-fix-problems/) - Want people in your organization to get on board with your change initiative? Show them how the change will fix an existing problem! Give them a solution (or better yet work with them to develop a solution) to a nagging issue and they will thank you for your help. In my experience, people will gladly
- [99 Ways to Influence Change, #43:  Keep promises](https://www.enclaria.com/2010/06/30/99-ways-to-influence-change-43-keep-promises/) - Earning the ability to influence people in your organization requires that you maintain your integrity. One simple way to demonstrate your trustworthiness and credibility is to keep your promises. Keeping promises goes beyond the literal promise. According to Barbara Pagano and Elizabeth Pagano, authors of The Transparency Edge: How Credibility Can Make or Break You
- [99 Ways to Influence Change:  #44:  Remove doubt](https://www.enclaria.com/2010/07/01/99-ways-to-influence-change-44-remove-doubt/) - Doubt can be a drag on an organizational change initiative. It cultivates a wait-and-see attitude and can breed cynicism about the change. To influence change, remove doubt. What do people doubt when it comes to change? Here are some examples: Leadership resolve The motive for change The ability to make the change The wisdom of
- [99 Ways to Influence Change, #45:  Laugh about it](https://www.enclaria.com/2010/07/02/99-ways-to-influence-change-45-laugh-about-it/) - When I worked at Palladium Group, a strategy execution consulting company, a new CEO (and former MD) addressed the company on a conference call: "I'm a doctor. I've seen people die. What we do here is not that serious." I'm not sure if that was supposed to be a pep talk, but it sent a
- [A Declaration of Independence from the present](https://www.enclaria.com/2010/07/04/a-declaration-of-independence-from-the-present/) - Have you ever read the Declaration of Independence? It is as much an official document to the King of England as it is a case for change to the rest of the fledgling country it created. (Click the image to the right to read the full text.) It's a great model and anyone who would
- [Anatomy of an Easy Change Initiative](https://www.enclaria.com/2010/07/08/anatomy-of-an-easy-change-initiative/) - Thinking of the larger change initiatives that I have been involved in over the years, I recently wondered: What was the easiest, and why? Without question, it was the implementation of a Materials Requirements Planning (MRP) system, used to track inventory, schedule production, purchase materials, and track costs at Solo Cup Company. Our task was
- [99 Ways to Influence Change meets The Influence Project](https://www.enclaria.com/2010/07/11/99-ways-to-influence-change-meets-the-influence-project/) - Fast Company Magazine is conducting an experiment to find the most influential person on the internet. And while I have no illusions that I am that person, I also feel compelled to use The Influence Project as a demonstration of the 99 Ways to Influence Change. I've only posted 45 of the 99 ways so
- [99 Ways to Influence Change, #46:  Provide useful tools](https://www.enclaria.com/2010/07/12/99-ways-to-influence-change-46-provide-useful-tools/) - After motivating people with the vision and a sense of urgency, they will understand the What and the Why. They may still be left wondering, How? To that end, provide useful tools to facilitate the change. Some examples of useful tools to help people change are: Meeting facilitation toys and games Tracking forms for strategic
- [99 Ways to Influence Change, #47:  Join forces](https://www.enclaria.com/2010/07/13/99-ways-to-influence-change-47-join-forces/) - Influencing change is not a one-man show. You are not the only person in your organization who feels that change should happen. Whether your initiative is the grassroots variety or the top-down kind, find other people in the organization with the same or similar goals (or complaints) and join forces. Change is a lot of
- [99 Ways to Influence Change, #48:  Remove dead weight](https://www.enclaria.com/2010/07/14/99-ways-to-influence-change-48-remove-dead-weight/) - Let's just be blunt. If someone was the wrong person for a team, can't contribute appropriately or hinders the rest of the team's performance, then you might need to ask them to leave the team. If someone can't make (or isn't willing to make) the necessary personal changes and are holding the organization back from
- [99 Ways to Influence Change, #49:  Point to the destination](https://www.enclaria.com/2010/07/15/99-ways-to-influence-change-49-point-to-the-destination/) - In their book Switch: How to Change Things When Change is Hard, Chip and Dan Heath explain that in order to change, the logical, planning, control part of our brain needs to know where to go. Similarly, one of John Kotter's eight steps in Leading Change is Communicate the Vision. If you want to influence
- [99 Ways to Influence Change, #50:  Address objections](https://www.enclaria.com/2010/07/16/99-ways-to-influence-change-50-address-objections/) - When you introduce to people in your organization a new way of doing things, frequently the first response from them is to come up with all the reasons why it won't work, or why things don't need to change. The criticism can seem harsh, unwarranted, out of the blue, and... fully expected. Understand that this
- [99 Ways to Influence Change, #51:  Drop names](https://www.enclaria.com/2010/07/19/99-ways-to-influence-change-51-drop-names/) - When you are implementing change without having direct authority, sometimes you have to rely on someone else's authority to get things done. One of the easiest ways to borrow someone else's authority is to say (or infer) that you are working on their behalf. To influence change, drop names. The following are examples of name-dropping:
- [99 Ways to Influence Change, #52:  Celebrate success](https://www.enclaria.com/2010/07/20/99-ways-to-influence-change-52-celebrate-success/) - In the whirlwind of the day-to-day workplace, often the need to pause and celebrate success is overlooked. Instead we just keep plugging away at the next thing on the list. To keep the momentum of change going, it is important to take the time to celebrate success. Change is often a long process. Mark positive
- [99 Ways to Influence Change, #53:  Connect to values](https://www.enclaria.com/2010/07/21/99-ways-to-influence-change-53-connect-to-values/) - In their book Influencer: The Power to Change Anything, authors Kerry Patterson et al write that personal motivation happens by connecting the change to values. They also indicate that one of two questions people ask when deciding whether to try something new is, "Will it be worth it?" (The other is "Can I do it?")Â
- [99 Ways to Influence Change, #54:  Say "thank you"](https://www.enclaria.com/2010/07/22/99-ways-to-influence-change-54-say-thank-you/) - Gratitude is an important factor in leading change, especially when you are leading change without authority. After all, no one actually has to do what you say, do they? Luckily, there is an extremely simple and sincere way to express gratitude: Say "thank you." If someone gives you their time and attention, say "thank you."
- [99 Ways to Influence Change, #55:  Be consistent](https://www.enclaria.com/2010/07/23/99-ways-to-influence-change-55-be-consistent/) - When the intent to implement a change is announced, many people want to see proof that it's going to happen. They watch for signs that the change is just a passing fad, that leadership doesn't really mean it. And what are they watching for? Inconsistency. It's not just the hypocrisy hounds and the skeptics. Everyone
- [99 Ways to Influence Change, #56:  Invite to participate](https://www.enclaria.com/2010/07/26/99-ways-to-influence-change-56-invite-to-participate/) - Simply announcing (through an e-mail blast, newsletter, bulletin board, etc.) that an opportunity exists to join in a change project may have limited results. A more effective means of influencing people to participate is a personal invitation. It's easy for people to dismiss an indiscriminate announcement looking for volunteers. Even someone who is interested in
- [99 Ways to Influence Change, #57:  Find the emotion](https://www.enclaria.com/2010/07/27/99-ways-to-influence-change-57-find-the-emotion/) - Presentations and meetings about change projects are often filled with numbers, charts, graphs, dollar signs and time lines - a lot of analysis aimed at convincing minds that logically, this is an effort that we should undertake. While quantitative analysis might be the basis for making the decision to change, the motivation for actually changing
- [99 Ways to Influence Change, #58:  Ask for help](https://www.enclaria.com/2010/07/28/99-ways-to-influence-change-58-ask-for-help/) - When it comes to motivation, few things pack as much power as tapping into people's altruistic nature. One way to enlist someone to the cause is simply to ask for their help. People like to feel needed. When you ask for help, you admit that you can't implement the change on your own, and that
- [99 Ways to Influence Change, #59:  Incite a riot](https://www.enclaria.com/2010/07/29/99-ways-to-influence-change-59-incite-a-riot/) - Imagine a group of people who are so fed up with the current state of things that they all band together to stand up and do something about it. What if you could harness the energy of a crowd who just decides that enough is enough, we're going to revolt? Perhaps you could even create
- [99 Ways to Influence Change, #60:  Identify key behaviors](https://www.enclaria.com/2010/07/30/99-ways-to-influence-change-60-identify-key-behaviors/) - I've heard it said that leaders should only point people in the direction they want them to go, and leave them to their own devices to figure out how to get there. In my experience, however, organizational change is usually not just about getting to the end result. Instead, change usually also entails the way
- [99 Ways to Influence Change, #61:  Keep it simple](https://www.enclaria.com/2010/08/02/99-ways-to-influence-change-61-keep-it-simple/) - Many of my clients in the Office of Strategy Management Executive Working Group at Balanced Scorecard Collaborative, all of whom were leading strategic change from the middle of their organizations, had a similar issue: their organizations' scorecards had too many objectives and measures (Kaplan and Norton recommend no more than 25). Although they knew they
- [99 Ways to Influence Change, #62:  Share what works](https://www.enclaria.com/2010/08/03/99-ways-to-influence-change-62-share-what-works/) - The road to change is rife with obstacles and underlying issues that can seem overwhelming when you think of trying to fix it all. Chip Heath and Dan Heath, authors of Switch: How to Change Things When Change is Hard suggest that instead of trying to solve all the organization's problems, find areas that work
- [99 Ways to Influence Change, #63:  Adjust the environment](https://www.enclaria.com/2010/08/04/99-ways-to-influence-change-63-adjust-the-environment/) - I once worked in a building where the official name of the wall color was Touch of Gray. It was stark raving neutral with a hint of depression! When I took on the task of improving creativity and innovation, I suggested that we change the default color to something warmer, and also let people paint
- [99 Ways to Influence Change, #64:  Hold them accountable](https://www.enclaria.com/2010/08/05/99-ways-to-influence-change-64-hold-them-accountable/) - Change often requires that a number of people agree to take on tasks that they will perform on their own. The odds are reduced that people will follow through on their commitments if they believe no one will follow up and make sure that they did it. To influence change, hold people accountable. Keep track
- [99 Ways to Influence Change, #65:  Induce guilt](https://www.enclaria.com/2010/08/06/99-ways-to-influence-change-65-induce-guilt/) - As behavior modification goes, guilt and its partner shame are effective - albeit demoralizing - tactics for getting people to fall in line. The feeling of guilt is caused by making someone believe they have done something wrong and that they should blame themselves for it. The bad experience is the impetus for that person
- [99 Ways to Influence Change, #66:  Respect resistance](https://www.enclaria.com/2010/08/09/99-ways-to-influence-change-66-respect-resistance/) - Anyone who tries to implement change in an organization experiences resistance. While it shows up as overt challenges or complaints, it also appears as a more subtle digging-in of heels. Missed deadlines. Rescheduled meetings. Sticking with the usual. Hesitance. Silence. The experience of resistance for change agents is personal. A recent post on Twitter by
- [99 Ways to Influence Change, #67:  Go first](https://www.enclaria.com/2010/08/10/99-ways-to-influence-change-67-go-first/) - Every organizational change initiative needs a leader. (Actually, lots of leaders.) When we think of a leader, generally we think of someone who creates a vision, influences people to get on board, and holds people accountable to staying on track. But practically speaking, a leader is the one who is first in line, whom everyone
- [99 Ways to Influence Change, #68:  Gain commitment](https://www.enclaria.com/2010/08/11/99-ways-to-influence-change-68-gain-commitment/) - When discussing organizational change, we often talk about the necessity of gaining buy-in for the initiative. In poker, buy-in is the minimum bet required to play the game. Similarly, buy-in of change is simply agreement that the project should go forward. To gain momentum, you really need people to go beyond buy-in. To influence change,
- [99 Ways to Influence Change, #69:  Make it fun](https://www.enclaria.com/2010/08/12/99-ways-to-influence-change-69-make-it-fun/) - It is easy to think that in order for people to take your initiative seriously, you have to be, well, serious. My general observation about life is that most people are happier, more open minded, and less defensive when they are having fun than when they are being serious. If people are smiling while participating
- [99 Ways to Influence Change, #70:  Be flexible](https://www.enclaria.com/2010/08/13/99-ways-to-influence-change-70-be-flexible/) - The path of change is not linear. Nor is it predictable. Circumstances change. The urgent pops up and pushes attention aside. People react to change in ways you don't expect. Others say one thing and do the opposite. The new system you designed doesn't work the way it should. It costs more than you thought.Â
- [The Three Clients of Change Agents](https://www.enclaria.com/2010/08/17/the-three-clients-of-change-agents/) - The standard definition of a change agent is someone who causes change to happen. The assumed meaning of the word "agent" is akin to the chemical agent, the catalyst that spontaneously transforms something from its current state into something different. agent n. A force or substance that causes a change. While being called a catalyst
- [Three Reasons Colleagues Won't Hesitate to Join Your Cause](https://www.enclaria.com/2010/08/19/three-reasons-colleagues-wont-hesitate-to-join-your-cause/) - Many people who implement change wish that colleagues would just immediately go along with the program without much resistance. It would be nice and easy if you could just announce the change and have people automatically get on board and say, "Just tell me what I need to do!" To think that everyone in the
- [99 Ways to Influence Change, #71:  Measure progress](https://www.enclaria.com/2010/08/23/99-ways-to-influence-change-71-measure-progress/) - If you got to the end of your change initiative and then looked to see if you made it to the intended destination, you would probably be disappointed. Although truthfully, you probably would never make it to the end because everyone would have given up on the project a long time ago without any evidence
- [99 Ways to Influence Change, #72:  Be patient](https://www.enclaria.com/2010/08/24/99-ways-to-influence-change-72-be-patient/) - Fact: we can't change the attitudes and habits of others. We can only do our best to influence, and let them take care of changing themselves. And that happens in other people's timing, not necessarily in yours. Sometimes, the best thing you can do is just stand back and wait. To influence change, be patient.
- [99 Ways to Influence Change, #73:  Shrink it](https://www.enclaria.com/2010/08/25/99-ways-to-influence-change-73-shrink-it/) - Large change initiatives can seem huge and daunting. A grand vision may be good for inspiration, but it can also freeze people with that deer-in-headlights feeling. It helps to narrow down a large change from something that seems impossible into practical steps. To influence change, shrink it. Whether your organization is implementing a new strategy,
- [99 Ways to Influence Change, #74:  Establish authority](https://www.enclaria.com/2010/08/26/99-ways-to-influence-change-74-establish-authority/) - If you don't have direct authority as a manager or leader in your organization, you can gain authority in other ways. Your personal influence as a change agent relies on your ability to build up and utilize your expert power. To influence change, establish authority. Having authority allows you to do many things to help
- [99 Ways to Influence Change, #75:  Get leadership support](https://www.enclaria.com/2010/08/27/99-ways-to-influence-change-75-get-leadership-support/) - As a change agent, you know what it is like to try to be responsible for implementing an initiative without really having the authority to get it done. Since you are trying to influence change without authority, you need to partner with others who have authority to help move things along. To influence change, get
- [99 Ways to Influence Change, #76:  Recognize success](https://www.enclaria.com/2010/08/30/99-ways-to-influence-change-76-recognize-success/) - When you are busy fighting fires, or shoring up dams, or generally focused on what's next, it is easy to forget to stop and see what has already gone right. However, by continually looking at what is not working yet, you can make it seem like you are spinning your wheels. To keep up your
- [99 Ways to Influence Change, #77:  Generate short-term wins](https://www.enclaria.com/2010/08/31/99-ways-to-influence-change-77-generate-short-term-wins/) - Straight out of John Kotter's playbook (Leading Change), it is important for the success of a long-term initiative to generate short-term wins. These are milestones that are set in the near future, which are deliberately chosen to demonstrate early success. Short-term wins help build momentum by proving that the initiative will actually work. Demonstrating early
- [99 Ways to Influence Change, #78:  Eliminate noise](https://www.enclaria.com/2010/09/01/99-ways-to-influence-change-78-eliminate-noise/) - We live in a noisy world. Distractions abound. In the workplace, your initiative can be easily drowned out amongst everything else going on that keeps the place running. Not to mention the non-work-related stuff that people fill their attention with the rest of the time. Give people the opportunity to hear what they actually need
- [99 Ways to Influence Change, #79:  Flatter](https://www.enclaria.com/2010/09/02/99-ways-to-influence-change-79-flatter/) - The saying goes, "Flattery will get you nowhere," but anyone who has been given a well-placed compliment knows it can go a long way. Make someone feel good about themselves, and they are likely to reciprocate by helping you, doing what you ask, or otherwise opening themselves up to influence. Of course, someone will see
- [99 Ways to Influence Change, #80:  Empower](https://www.enclaria.com/2010/09/03/99-ways-to-influence-change-80-empower/) - According to Influencer: The Power to Change Anything, there are two pieces required to influence people to change - motivation and ability. The ability to change includes having the authority to do so. To influence change, empower. People going through change need the freedom to take action and try new behaviors. They must have some
- [99 Ways to Influence Change, #81:  Nag](https://www.enclaria.com/2010/09/06/99-ways-to-influence-change-81-nag/) - Wouldn't it be nice if people would just do what you need the first time you ask? Alas, sometimes people drag their feet. Others continue to do the same old behavior, or forget to do a new one. In those instances, a few repetitive requests or reminders might do the trick. That's right, it's time
- [99 Ways to Influence Change, #82:  Enlist early adopters](https://www.enclaria.com/2010/09/07/99-ways-to-influence-change-82-enlist-early-adopters/) - Like the adoption rate of new technology, people getting on board with change follows the typical bell curve. Leading the way, there are the innovators - the people like you, who are implementing the change. Then, a few early adopters come on. Next, the majority sees that the early adopters are having success, so they
- [99 Ways to Influence Change, #83:  Increase awareness](https://www.enclaria.com/2010/09/08/99-ways-to-influence-change-83-increase-awareness/) - I've heard it said that awareness is the first step toward change. Before you can change anything, you have to see that something exists that needs improvement. To influence change, increase awareness. Some of the things that should be brought to light are: Culture and its effect on behavior - and the behaviors that maintain
- [99 Ways to Influence Change, #84:  Install new habits](https://www.enclaria.com/2010/09/09/99-ways-to-influence-change-84-install-new-habits/) - Most of organizational change consists of breaking old habits and creating new ones. The status quo, after all, is just doing what you're used to doing, on autopilot. To influence change, install new habits. Habits are the activities and behaviors that require no planning or intentional thought process for them to occur. Some of the
- [99 Ways to Influence Change, #85:  Threaten](https://www.enclaria.com/2010/09/10/99-ways-to-influence-change-85-threaten/) - I recently had a conversation with a plant manager about a quality initiative his team was implementing. He talked about all the training they were doing for plant employees. I said, "Yes, but what is their motivation to learn it?" He replied, "Or else." In other words, learn this and use it correctly, or else
- [99 Ways to Influence Change, #86:  Assign responsibility](https://www.enclaria.com/2010/09/13/99-ways-to-influence-change-86-assign-responsibility/) - Change doesn't spontaneously happen on its own. If you want something to change, it must have someone's name attached. The people who must take on the change, or incorporate it into their job, must know that it is theirs to do so. To influence change, assign responsibility. The first reason to assign responsibility is to
- [99 Ways to Influence Change, #87:  Build relationships](https://www.enclaria.com/2010/09/14/99-ways-to-influence-change-87-build-relationships/) - Your ability to personally influence someone depends on your relationship with them. If you don't know them at all, you will have minimal, if any influence. If they know your name and face, they might pay some attention. But if you have a relationship with them, there is a better chance that they will listen,
- [99 Ways to Influence Change, #98:  Communicate](https://www.enclaria.com/2010/09/29/99-ways-to-influence-change-98-communicate/) - No change initiative can occur successfully without proper internal communication. Messages are conveyed to audiences with the purposes of keeping the people informed and mobilizing the organization for change. Communication is a means to gain attention, educate, and get individuals and groups to take action to move the change initiative forward. When it comes to
- [99 Ways to Influence Change, #97:  Harness peer pressure](https://www.enclaria.com/2010/09/28/99-ways-to-influence-change-97-harness-peer-pressure/) - The urge to conform to a group norm is powerful. When implementing change, this force can work against you, since no one wants to step out and break the unspoken rules. But, it can also be used to get people to work by a new set of norms as well. To influence change, harness peer
- [99 Ways to Influence Change, #96:  Show respect](https://www.enclaria.com/2010/09/27/99-ways-to-influence-change-96-show-respect/) - I have never known anyone who can implement sustainable change without showing respect to the people going through the change. I firmly believe that respect for others is the foundation for being an effective change agent. People can smell insincerity from a mile away. To influence change, show respect! Respect starts with your belief that
- [99 Ways to Influence Change, #95:  Design choices](https://www.enclaria.com/2010/09/24/99-ways-to-influence-change-95-design-choices/) - According to Richard Thaler and Cass Sunstein, authors of Nudge: Improving Decisions about Health, Wealth, and Happiness, actively selecting the "choice architecture" can influence the choice that is made. In other words, you can present choices in such a way that nudges someone in the direction of the choice you want them to make. To
- [99 Ways to Influence Change, #94:  Incorporate into identity](https://www.enclaria.com/2010/09/23/99-ways-to-influence-change-94-incorporate-into-identity/) - When the change is truly accomplished, a necessary caveat is that the person who has gone through the change has in some way incorporated it into their identity. That is, they see the new attitude, behavior or activity as who they are and what they do. For example, if your initiative includes increasing creative ideas
- [99 Ways to Influence Change, #93:  Entertain](https://www.enclaria.com/2010/09/22/99-ways-to-influence-change-93-entertain/) - If you are an organizational change agent, think of yourself as the host of the change. Like the host of an event, it's your role to decide whom to invite and keep track of who plans to attend. To welcome people and take care of the items they bring with them. To ensure their comfort
- [99 Ways to Influence Change, #92:  Set clear goals](https://www.enclaria.com/2010/09/21/99-ways-to-influence-change-92-set-clear-goals/) - A change initiative must have clear goals in order to succeed - otherwise, how would you know? Goals serve several purposes: They provide direction and alignment, so people know collectively what they are aiming for. They build motivation by offering a challenge to strive for. Plus, goals are a means of ensuring accountability. A clear
- [99 Ways to Influence Change, #91:  Foster resilience](https://www.enclaria.com/2010/09/20/99-ways-to-influence-change-91-foster-resilience/) - Resilience is the ability to bounce back after change. It is the speed with which things return to normal after a disruption. The more resilient people are in your organization, the better they are able to incorporate changes into their work without experiencing more stress than they can handle. To influence change, foster resilience. There
- [99 Ways to Influence Change, #90:  Establish deadlines](https://www.enclaria.com/2010/09/17/99-ways-to-influence-change-90-establish-deadlines/) - Tasks that are left open-ended have a tendency to be postponed indefinitely, especially when people are busy doing other things. Without a due date, activities that are easier, more fun, or more urgent might take precedence over those required to implement your project. To influence change, establish deadlines. Setting deadlines helps people better plan their
- [99 Ways to Influence Change, #89:  Reduce risk](https://www.enclaria.com/2010/09/16/99-ways-to-influence-change-89-reduce-risk/) - The hesitation to change behaviors or participate in new activities is often caused by fear. Fear is the emotion attached to a perceived risk. It's the worry that if one thing happens, then something bad will follow as a result. To negate fear and influence change, reduce risk. Fear comes in all shapes and sizes,
- [99 Ways to Influence Change, #99:  Offer incentives](https://www.enclaria.com/2010/09/30/99-ways-to-influence-change-99-offer-incentives/) - Incentives are a source of extrinsic motivation - meaning the source of the motivation is coming from outside an individual.  If you achieve a goal or perform at a certain level, then you will get something extra besides your pride and self-satisfaction. Offer incentives to reinforce the motivation to change. Some of the types of
- [Three Signs Your Project is in Jeopardy](https://www.enclaria.com/2010/10/05/three-signs-your-project-is-in-jeopardy/) - Seventy percent of change initiatives fail. Some reach the finish line but miss expectations. Some attain partial success. Some fizzle out and disappear. Still others are halted intentionally. So, how can you tell if your project is at risk to suffer a similar fate? Watch out for these three telltale signs your initiative is headed
- [The 3 laws of organizational motion](https://www.enclaria.com/2010/10/19/the-3-laws-of-organizational-motion/) - I'm fascinated by science and the predictable, orderly nature of the physical world around us. And while human systems are much less predictable than physical systems, it's useful to think of how scientific principles might also apply to human systems. Consider Newton's Three Laws of Motion: 1. Every object in a state of uniform motion
- [The trouble with sunshine and roses](https://www.enclaria.com/2010/12/16/the-trouble-with-sunshine-and-roses/) - In a recent client workshop designed to clarify an enterprise-wide initiative, the participants listed "employees are happy and excited about the change" as one of the objectives of the change management effort. Which has me thinking... It's fairly common for change agents to want to not only influence people to take on a new activity
- [Stuck.](https://www.enclaria.com/2011/01/14/stuck/) - Today is the fifth "snow day" in a row here in Atlanta.  After snowing 6 inches on Monday, plus another 1/2 inch of freezing rain on top of it, temperatures below freezing have kept roads frozen most of the week, paralyzing the city. So, I've had some time this week to think about what
- [Three options for dealing with organizational culture](https://www.enclaria.com/2011/01/20/three-options-for-dealing-with-organizational-culture/) - Change always happens in the context of organizational culture, or "the way we do things around here." Much of resistance comes from the change being at odds with both the spoken and unspoken rules about how the organization usually operates. The organization's culture can impact your assumptions about how you can implement change successfully. This
- [Avoid a False Start for Your Change Initiative](https://www.enclaria.com/2011/01/27/avoid-a-false-start-for-your-change-initiative/) - When you are responsible for implementing change, it can be tempting to dream about where you want to go and then to start taking immediate steps to move the organization in that direction. But first, it is essential to understand the organization and how it currently works before you start changing it. If you jump
- [Gaining traction](https://www.enclaria.com/2011/02/01/gaining-traction/) - I'm sitting at the auto care place, waiting to get the tires changed on my car, which has me thinking about traction. For cars, traction is required to start moving, to keep going in the direction you turn your tires, and to make sure the car stops when you apply the brakes - especially when
- [The Four Layers of Change](https://www.enclaria.com/2011/02/10/the-four-layers-of-change/) - One of the difficult parts of implementing change is that what really needs to change is not as it appears on the surface. What you initially think you are changing is usually only a part of the complete picture. There are multiple layers - aspects of the organization and the people who make it up
- [When the value of change can't be measured](https://www.enclaria.com/2011/02/23/when-the-value-of-change-cant-be-measured/) - I recently had a conversation with an Organization Development professional who was frustrated by her organization's "preoccupation with quantification" - the requirement to measure and justify all initiatives and decisions by calculating their financial impact. The frustration, of course, is that in her role in OD, she dealt primarily with people. And the impact of
- [How to squeeze change into already busy schedules](https://www.enclaria.com/2011/03/17/how-to-squeeze-change-into-already-busy-schedules/) - When you implement change in organizations, most people in the organization have a full-time job they are already doing. Especially at a time when companies are doing more work with fewer people, a common issue for change agents is trying to add more tasks to already full to-do lists. Some people will tell you they
- [The begrudging participant](https://www.enclaria.com/2010/11/02/the-begrudging-participant/) - Change agents seem to have an unstated goal to minimize complaining. We want people to not only do the new activity or perform the different behavior, but also to have a good attitude about it. But, given the option to have people complain and do it anyway, or silently abstain, wouldn't you rather have the
- [Case Study:  Everyday Steps to Sustainability](https://www.enclaria.com/2010/11/16/case-study-everyday-steps-to-sustainability/) - Amy*, a Sustainability Manager for a large food and beverage manufacturer, has aspirations to not only change her company, but also to do her part to save the planet. She is responsible for increasing the environmental responsibility of the organization, which includes initiatives like decreasing energy and water usage, waste reduction, and sustainable agriculture.  I've
- [99 Ways to Influence Change - the Book - is here!](https://www.enclaria.com/2010/11/30/99-ways-to-influence-change-the-book-is-here/) - List Price: $18.75Price: $15.00You Save: $3.75 (20%) It's Here! My new book, 99 Ways to Influence Change, is now available! Plus, you can order it TODAY for 20% off! Order today and get your copy of99 Ways to Influence Change forjust $15 plus shipping! Whatever your job title or role, 99 Ways provides you with
- [You can't always get what you want](https://www.enclaria.com/2010/12/02/you-cant-always-get-what-you-want/) - During a recent coaching session, a client and I recently debriefed a conversation she had had with an executive that hadn't gone as well as she had expected. She had intended to gain commitment for her project in the form of sponsorship and reallocation of resources to support the project. What she got instead was...
- [<em>99 Ways to Influence Change</em> Now available at Amazon.com!](https://www.enclaria.com/2010/12/28/99-ways-to-influence-change-now-available-at-amazon-com/) - The essential guide to making an impact at work is now available at Amazon.com! It's in stock and also eligible for all the Amazon perks like free Super Saver shipping. This book is a great resource for those who are implementing change in their organizations. Head into the New Year with a number of ideas
- [Three Signs You've Crossed the Line From Influence to Manipulation](https://www.enclaria.com/2011/03/08/three-signs-youve-crossed-the-line-from-influence-to-manipulation/) - It's a question that every change agent probably grapples with at some point:Â Is organization change really just a form of manipulation? After all, an individual or small group of people deciding to influence a larger group to change the way they work seems a little bit presumptuous. What gives you the right to determine
- [Make your organization road-ready](https://www.enclaria.com/2009/07/26/make-your-organization-road-ready/) - I saw an antique car in a parking lot today. Just quickly browsing on the internet, it looked like an American model from the early 1930's (like this 1933 Dodge photo I found on carnut.com). I started to wonder what it would take to make a car like that road-ready based on today's standards. How
- [Four criteria for strategic measures](https://www.enclaria.com/2010/03/13/four-criteria-for-strategic-measures/) - Yesterday I went to a meeting of the Association for Strategic Planning Atlanta, where some members of a team at Deloitte presented their process for strategic measure selection. One step in the process, after brainstorming measures for each strategic objective, was to put the measures through an evaluation funnel. There were four key criteria for
- [Cringe factors](https://www.enclaria.com/2010/03/11/cringe-factors/) - My husband is the audio director for North Point Community Church, an admitted "megachurch" designed so that people who don't normally go to church can go there and feel comfortable. The staff there goes to great lengths to avoid what they call "cringe factors." I don't think there is an official definition for cringe factor;
- [Knowing when to quit](https://www.enclaria.com/2010/02/11/knowing-when-to-quit/) - Inevitably, when I coach change agents the conversation at some point turns into a career discussion. When you are banging your head against the wall, it is natural to consider that the organization is truly unchangeable, and perhaps it's time to give up. At the heart of the decision to stay or quit is a
- [Word mavens and time keepers](https://www.enclaria.com/2009/12/30/word-mavens-and-time-keepers/) - So here we are. With much fanfare and hopeful anticipation we begin a new decade. Everyone has made their Top 100 lists for the last 10 years. At last, the still nameless decade is finally over, right? Well, technically no. The word mavens and official time keepers (whoever they are) will tell you that the
- [Got hope?](https://www.enclaria.com/2009/12/18/got-hope/) - A common thread between change agents seems to be hope. Considering all the challenges they face, that might seem ironic. But, perhaps hope is the only reason to keep pushing the boulder up the hill, even when it doesn't seem to be budging. Hope that the organization has the potential to be better. The belief
- [Aftershocks](https://www.enclaria.com/2009/11/11/aftershocks/) - I recently came across an article about earthquake aftershocks: Earthquakes Actually 19th Century Aftershocks. I'm fascinated by all things earth science and started to read. "Aftershocks happen after a big earthquake because the movement on the fault changed the forces in the earth that act on the fault itself and nearby. Aftershocks go on until
- [Unconventional advice to weather the storm](https://www.enclaria.com/2009/10/28/unconventional-advice-to-weather-the-storm/) - Last week I hosted an interesting discussion with a group of strategy management professionals. The topic was open, but it turns out most had the same general theme in mind: how to keep a focus on strategy and change during times of turmoil. The scenarios were different but the challenge was the same. Whether the
- [The importance of pre-Meeting meetings](https://www.enclaria.com/2009/10/06/the-importance-of-pre-meeting-meetings/) - I spoke on the phone with someone this morning who has had tremendous success getting leadership buy-in from multiple levels in a large organization. As he shared his story, he reminded me of something that seems like overkill but that contributes to successful change initiatives: having meetings before the meeting. Having pre-meetings is far different
- [The trouble with vision](https://www.enclaria.com/2009/09/01/the-trouble-with-vision/) - It's fairly common knowledge that creating and communicating a compelling vision is important for any change effort. A well-crafted vision helps align people on a clear path to the future. The vision gives people direction so that short of any other information they still know where to aim. The trouble is that organizational change only
- [The Dance of Change](https://www.enclaria.com/2009/08/24/the-dance-of-change/) - I've been thinking about how despite our better intentions, changing organizations is never predictable, and doesn't perfectly fit into a nice theoretical model the way we wish it would. As change agents, we frequently Dance in the Moment (a term I learned a few years ago in the CTI coaching program). While we work toward
- [The memorylessness of change](https://www.enclaria.com/2008/07/03/in-what-ways-might-change-be-memoryless/) - Yesterday, I was doing some preliminary thinking about creating an assessment to help clients determine where they are in their change process, and what options they have going forward. One thought I had was that the survey, or at least the analysis, might depend on where the client is on their change journey. And that's
- [The perpetual nature of organization change](https://www.enclaria.com/2009/06/30/the-perpetual-nature-of-organization-change/) - I'm reading Daryl Conner's book Managing at the Speed of Change, published in 1992. On page 41, he lists the following changes that organizational leaders considered crucial to success, compiled from a survey he conducted. Initiating major reorganization plans Improving competitiveness through the implementation of total quality-management processes Incorporating information systems as an integral part
- [Planned obsolescence of change initiatives](https://www.enclaria.com/2009/06/24/planned-obsolescence-of-change-initiatives/) - Sometimes, it can be hard to forget that the goal of any change initiative is to make itself obsolete. You want the change to become part of the day-to-day culture and process of the organization. The processes and attitudes that at first engendered resistance are adopted and incorporated into how the business gets done. Of
- [The boundaries of culture](https://www.enclaria.com/2009/06/04/the-boundaries-of-culture/) - My oldest child turns 4 years old today. It's so interesting to watch him learn. In recent weeks it seems he's turned up his language skills a notch, using more complicated words and phrases, and checking his understanding of words he hears us use. He's also become more of a boundary tester, becoming aware of
- [There's nothing you'd rather be doing](https://www.enclaria.com/2009/05/24/theres-nothing-youd-rather-be-doing/) - Many years ago, I took a negotiations class as part of my MBA program. One nice Saturday morning at 9:00 am, the professor started class with the question, "How many of you would rather be somewhere else?" Many people, including myself, raised their hands sheepishly, but were willing to play along. The professor asked a
- [A common picture of the ideal organization](https://www.enclaria.com/2009/05/18/a-common-picture-of-the-ideal-organization/) - Even though organizations have different purposes and strategies, I think we tend to have a common picture of the ideal characteristics of an effective organization. I wonder if these are the things you are trying to bring about in your organization: Multi-directional trust (leadership, employees, peers) Transparency and feedback Ample, clear, compelling, consistent communication High-performing
- [The Why of change](https://www.enclaria.com/2009/05/14/the-why-of-change/) - In conversations, I often relate the task of implementing change to rolling a boulder uphill, or banging your head against the wall. Having been in that role, I know it often can feel that way. Looking through past posts and articles, I realize I generally focus on the How of change, whether it's methodologies, or
- [The single greatest truth about organizational change](https://www.enclaria.com/2009/05/08/the-single-greatest-truth-about-organizational-change/) - Last week, I posted the following question on LinkedIn, Facebook and Twitter: What is the single greatest truth about organizational change? My own response that I developed when I originally thought of the question, was: Organizational change starts with one person who sees something that should be different, and takes action. I received 46 responses
- [A measurable definition of culture](https://www.enclaria.com/2009/04/21/a-measurable-definition-of-culture/) - Until now, the best definition I had heard for Culture is "the way we do things around here." While that provides a good idea of what culture means, it leaves it difficult to measure. On Sunday, Andy Stanley at North Point Community Church defined Culture as the collective conscience of a group: The ought to's
- [Don't mow the weeds](https://www.enclaria.com/2009/04/29/dont-mow-the-weeds/) - This spring, it's becoming obvious that we haven't been taking care of our lawn. The weeds have taken over and the grass seems to be hiding. The instinct is to mow. Just cut the weeds so we don't see them any more. But if we do that, not only will the weeds not be gone,
- [Blue Ocean change strategy](https://www.enclaria.com/2009/03/25/blue-ocean-change-strategy/) - At a recent meeting of the Atlanta chapter of the Association for Strategic Planning (ASP), I heard a presentation on the basics of Blue Ocean Strategy, and thought the concept might be interesting when focused inward on an organization. The premise behind Blue Ocean Strategy is that your current market of customers is only a
- [Spring forward: simple change is not easy](https://www.enclaria.com/2009/03/08/spring-forward-simple-change-is-not-easy/) - As we participate in the annual ritual of moving our clocks ahead one hour for daylight savings time, I'm reminded that even simple change is not so easy. A few observations: Change itself is less complicated than the tasks required to align people to it. Time itself (or at least as we measure it) changed
- [Five Enemies of Unity](https://www.enclaria.com/2009/02/18/five-enemies-of-unity/) - A friend of mine sent out a message on Twitter today, listing the Five Enemies of Unity, which had been discussed in a team meeting. The source is Dave Ramsey, a talk radio host who also hosts a conference called EntreLeadership. Follow the link to "Free Report" to download a pdf called "Avoiding the Five
- [The Penny and the Freight Train](https://www.enclaria.com/2008/11/21/the-penny-and-the-freight-train/) - One of the most common metaphors for the status quo organization is the runaway freight train. Without anything that can stop it, the train simply continues to barrel forward along its tracks. Unfortunately, the desired destination is not at the end of those tracks, but the sunny green pasture off to the side. Enter the
- [Lone oak tree](https://www.enclaria.com/2008/12/17/lone-oak-tree/) - When I look out the window in my home office, I look straight at a massive oak tree that stands in someone else's backyard a few houses away. It strikes me that some master planner 12 years ago decided that, while everything else in the vicinity was to be clear cut to make way for
- [What is "Enclaria?"](https://www.enclaria.com/2008/07/17/what-is-enclaria/) - The name is totally fictitious, as indicated by the first time I googled it, zero entries came up. When I was brainstorming names for my company, I searched online for the basic building blocks of language, namely Latin and Greek roots and prefixes. I knew I wanted the name to include some form of “clar”

## Pages

- [Home](https://www.enclaria.com/) - Influence Change at Work Does your job include changing the way other people work - their systems, processes, behaviors, priorities, attitudes, and ultimately, their results? Get everyone to do their part and work together to drive progress. TAKE A CLASS Don't let your project
- [Change Academy](https://www.enclaria.com/changeacademy/) - Enclaria Change Academy Equip yourself and your team to influence change at work. Learning Resources
- [Programs & Workshops](https://www.enclaria.com/resources/programs-and-workshops/) - Want to help your team make progress on a change initiative and develop change capability in your organization? Need a speaker for your next event? Book Enclaria founder Heather Stagl to come speak to your group on topics related to influencing change at work. All programs can be customized to best suit your needs, and
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- [Welcome!](https://www.enclaria.com/about/) - Thank you for visiting! If your job is to change the way other people work in your organization, then you are in the right place. I discovered many years ago that when it comes to being a change agent, it doesn't matter whether you are implementing a new IT system, rolling out a process improvement
- [Contact](https://www.enclaria.com/contact/) - I recently started an internal change practitioner position, and I no longer offer consulting or coaching services. If you have any questions about the toolkit, on-demand courses, or just want to connect, please send me a message on LinkedIn. Best regards, Heather Stagl
- [Fundamentals of Influencing Change at Work](https://www.enclaria.com/fundamentals-of-influencing-change-at-work/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series Please visit the Events page for a list of upcoming courses. ACMP QEP™ Course Enclaria has gained the Qualified Education Provider™ status from the Association of Change Management Professionals® (ACMP®)
- [Influence Accelerator Coaching Program](https://www.enclaria.com/resources/coaching/) - Does your project seem like pushing a boulder uphill? Would you like to implement change with more influence, confidence and impact? If your job is to implement change in your organization, I'm guessing at least one and probably more of the following statements is true: Despite your efforts to get everyone on board and doing
- [Change Management Toolkit:  <br>The Influence Change at Work Toolkit](https://www.enclaria.com/store/irresistiblechangeguide/) - The Irresistible Change Guide has been updated and changed names in the process. It is now the Influence Change at Work Toolkit. Toolkit: Workbook + Templates $249 + Free Shipping Anywhere* [cc_product sku="v4081802263" display="inline" quantity="true" price="false"] Are you responsible for implementing change at work? Does the prospect of making a difference make you excited, but
- [Influence Change at Work™ Toolkit](https://www.enclaria.com/toolkit/) - Your guide to making an impact without getting stuck.
- [Resources to Help You Influence Change at Work](https://www.enclaria.com/resources/) - If you're ready to make an impact at work, here are some of the ways you can get help at Enclaria: The Influence Change at Work™ Toolkit The Influence Change at Work™ Toolkit is a comprehensive toolkit that walks you through the steps you can personally take to design and influence change in your organization.
- [Resources to Help You Influence Change at Work](https://www.enclaria.com/store/) - If you're ready to make an impact at work, here are some of the ways you can get help at Enclaria: The Influence Change at Work™ Toolkit The Influence Change at Work™ Toolkit is a comprehensive toolkit that walks you through the steps you can personally take to design and influence change in your organization.
- [Is This You?](https://www.enclaria.com/is-this-you/) - Does your role include changing the way other people work - their processes, behaviors, priorities, attitudes, relationships and ultimately, their results? To make the impact you want, you must be able to influence change at work. The Challenge The position of change agent - wherever it falls in the organization - can be a tricky
- [Podcast:  Influence Change at Work™ Show](https://www.enclaria.com/podcast/) - Ways to Listen: Listen to the latest episodes here using the widget above. Visit Anchor.fm to hear past episodes. Subscribe to the show's RSS feed. Subscribe to the podcast at iTunes.
- [99 Ways to Influence Change - The Book](https://www.enclaria.com/store/influencechangebook/) - Ever wonder why implementing organizational change seems so complicated? There is no one size fits all solution. Every change initiative is different, and every change agent is unique. To influence change requires not a step-by-step process but an entire toolkit to build momentum or get unstuck. 99 Ways to Influence Change is the essential guide
- [Shop](https://www.enclaria.com/shop/)
- [Fundamentals of Influencing Change at Work](https://www.enclaria.com/resources/programs-and-workshops/fundamentals-of-change-management/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Visit the Events page for a list of upcoming dates and locations. Online courses are available. Would you like to make a bigger impact at work, but wonder how to implement change across an entire organization when you're
- [Please leave a review for the Fundamentals of Influencing Change at Work online course](https://www.enclaria.com/review-fundamentals-of-influencing-change-at-work-online-course/) - [cc_product_review_form sku="ficaw-online"] [cc_product_reviews sku="ficaw-online"]
- [Thank you for confirming your email address.](https://www.enclaria.com/about/thank-you-for-confirming-your-email-address/) - Now you'll continue to receive insights on influencing change at work from Enclaria. If you haven't checked out the newsletter in a while, here's what you missed: Webinar:Â Five Drivers of Change Article:Â So You Want to Be a Change Practitioner. Where Do You Start? Article:Â Three People Factors to Include in Your Project Timeline
- [Complete Your Toolkit With Templates and More](https://www.enclaria.com/store/irresistiblechangeguide/icgtemplates/) - Thank you for purchasing your Irresistible Change Guide workbook.* I hope you've had a chance to go through the book and discover all the exercises and tips that will help you design and influence change at work without getting stuck. And, because it's a workbook, you can feel free to write on all the template
- [Design & Influence Irresistible Change Webinar](https://www.enclaria.com/store/irresistiblechangeguide/design-influence-irresistible-change-webinar/)

## Products

- [Unlock Resistance to Change - On Demand Course](https://www.enclaria.com/product/unlock-resistance-to-change/) - Resistance to change is one of the most common obstacles when trying to implement a project or improvement at work. Watch this series of videos and complete the template on your own project, so you can better understand why someone is resisting change and figure out what you can do about it.
- [Influence Change at Work™ Toolkit](https://www.enclaria.com/product/influence-change-at-work-toolkit/) - Implementing change is not easy, but it can be done without banging your head against the wall. For many years, I influenced change at work through trial and error. Once I learned what works (and a lot of what doesn't), I broke the process into clear steps to help others achieve results for their organizations... and it worked for them too! Now, you can use the same approach to make a real impact with more clarity and less frustration, by following the steps in the Influence Change at Work™ Toolkit.
- [Gain Leadership Support - On Demand Course](https://www.enclaria.com/product/gain-leadership-support/) - Not having real leadership support for change is one of the most common obstacles when trying to implement a project or improvement at work. Watch this series of videos and complete the templates on your own project, so you can get the support you need to get results.
- [Course Bundle:  Unlock Resistance and Gain Leadership Support](https://www.enclaria.com/product/course-bundle-unlock-resistance-and-gain-leadership-support/) - Unlock Resistance to Change and Gain Leadership Support go hand-in-hand, because leaders are people too and have resistance of their own. Save with this 2-in-1 course bundle! Get instant access to these self-paced video courses.
- [Influence Accelerator Coaching Program](https://www.enclaria.com/product/influence-accelerator-coaching-program/) - 9 coaching sessions (3-5 months)
- [Fundamentals of Influencing Change at Work - Online Course Spring 2024](https://www.enclaria.com/product/ficaw-spring-2024/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Autumn 2023](https://www.enclaria.com/product/ficaw-autumn2023/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Spring 2023](https://www.enclaria.com/product/ficaw-spring-2023/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Summer 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-summer-2020/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Autumn 2022](https://www.enclaria.com/product/ficaw-online-course-autumn-2022/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-summer-2019/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Spring 2022](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-spring-2022/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Winter 2022](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-winter-2022/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Autumn 2021](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-autumn-2021/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Summer 2021](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-summer-2021/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Spring 2021](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-spring-2021/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Winter 2021](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-winter-2021/) - Attend this 11-part live online course to learn how to influence change at work.
- [ANI Virtual Team Summit](https://www.enclaria.com/product/ani-virtual-team-summit/) - American National Insurance September 22, 2020 Virtual Team Summit 1-2:30pm Central Time Five Levers of Influence interactive session
- [Fundamentals of Influencing Change at Work - Online Course Autumn 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-autumn-2020/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Atlanta June 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-atlanta-june-2020/) - June 1-3, 2020 Attend this 3-day in-person course to learn how to influence change at work.
- [Accelerate Your Influence - Online Class](https://www.enclaria.com/product/accelerate-your-influence-online-class/) - Attend this 3-hour online workshop, where you’ll learn practical ways to boost your influence at work. You’ll apply five levers of influence to bring about change, and discover how to minimize resistance as well. You will leave with ideas you can implement immediately and practical templates to add to your change toolkit.
- [Fundamentals of Influencing Change at Work - Online Course Spring 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-spring-2020/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Atlanta March 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-atlanta-march-2020/) - March 2-4, 2020 Attend this 3-day in-person course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Winter 2020](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-winter-2020/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Atlanta December 2019](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-atlanta-december-2019/) - December 9-11, 2019 Attend this 3-day in-person course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Online Course Autumn 2019](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-online-course-autumn-2019/) - Attend this 11-part live online course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Atlanta September 2019](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-atlanta-september-2019/) - September 23-25, 2019 Attend this 3-day in-person course to learn how to influence change at work.
- [Fundamentals of Influencing Change at Work - Fort Worth September 2019](https://www.enclaria.com/product/fundamentals-of-influencing-change-at-work-fort-worth-september-2019/) - September 10-12, 2019 Fort Worth, TX Attend this 3-day in-person course to learn how to influence change at work.

## Events

- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/ficaw-spring-2024/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series January 18 - March 28, 2024 $1797 Registration is now closed. Please visit the Events page for a list of open events.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/ficaw-autumn2023/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series September 7 - November 16, 2023 $1497 This event is now closed. Please visit the Events page for a list of open events. ACMP QEP™ Course Enclaria has gained the
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/ficaw-spring-2023/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series February 23 - March 30, 2023 $1497 Registration is now closed. Please visit the Events page for a list of future courses.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/ficaw-autumn-2022/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series September 8 - November 17, 2022 $1297 Registration is now closed. Please visit the Events page for a list of future courses.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/ficaw-spring2022/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series April 12 - June 21, 2022 $1297 Registration is now closed. Please visit the Events Calendar for a list of future events.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-winter2022/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series January 18 - March 29, 2022 Registration is now closed. Please visit the Events Page for future events.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-autumn2021/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series September 28 - December 14, 2021 $1297 Â This event is now closed. Please visit the Events page to view the upcoming course schedule.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-summer2021/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series July 29 - September 2, 2021 Registration is now closed. Please visit the Events page for a list of future courses.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-spring2021/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series April 13 - June 22, 2021 $1297 Registration is now closed. Please see the Events page for a list of future events.
- [Accelerate Your Influence: Make a Bigger Impact at Work](https://www.enclaria.com/event/accelerate-your-influence-make-a-bigger-impact-at-work/) - Hosted by ACMP Global This event is a pre-conference workshop for the CHG MNGT Global Connect Conference. Would you be able to accomplish more at work, if only people would just do what you want them to do? You're not alone in this wishful thinking! Unfortunately, there's no magic formula that will make everyone do
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-winter2021/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series January 21 - April 1, 2021 $1297 Registration is now closed. Please visit the Events page for a list of future events.Â
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-autumn2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series October 1 - December 17, 2020 $1297 Registration is now closed. Please see the Events page for a list of open classes.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-summer2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series July 30 - September 3, 2020 $1297 Registration is now closed. Please visit the Events page for a list of future classes.
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-june2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop CCMP-Qualified Atlanta, Georgia June 1-3, 2020 This event has been canceled due to the coronavirus pandemic. Please visit the Events page to find the next online version of this course.
- [Accelerate Your Influence | Live Online Workshop](https://www.enclaria.com/event/accelerate-your-influence-online-course/) - This event was originally scheduled as a post-conference workshop at ACMP's Change Management 2020 Conference in Anaheim, CA, which was canceled due to the pandemic. Accelerate Your Influence Live Online Workshop May 6, 2020 1:00 - 4:00 pm Eastern $249 (check your time zone) Registration for this event is now closed. Please see the Events
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-spring2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series April 13 - May 18, 2020 $1297 Registration is now closed for this event. Please visit the events page for a list of future events.
- [Accelerate Your Influence | ACMP Global Post-Conference Workshop | Anaheim, CA](https://www.enclaria.com/event/accelerate-your-influence-acmp-global-post-conference-workshop-anaheim-ca/) - Hosted by:Â Association of Change Management Professionals Would you be able to accomplish more at work, if only people would just do what you want them to do? You're not alone in this wishful thinking! Unfortunately, there's no magic formula that will make everyone do what you want. Influence is not really about getting your
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-ga-march2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop CCMP-Qualified Atlanta, Georgia March 2-4, 2020 $1,795 Registration is now closed. Please visit the Events page for a list of open events.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-winter2020/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series January 23 - April 2, 2020 $1197 Registration is now closed. Please visit the Events Page for a list of open courses.
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-ga-dec19/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop CCMP-Qualified Atlanta, Georgia December 9-11, 2019 $1,795 Registration is now closed. Please visit the Events page for a list of upcoming courses.
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-autumn-2019/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series September 26 - December 12, 2019 $1197 Registration is closed. Please visit the Events Page of a list of future classes. Would you like to make a bigger impact at work, but wonder how
- [Free Webinar | Four Types of Change Readiness](https://www.enclaria.com/event/free-webinar-four-types-of-change-readiness-2/) - Hosted by ACMP Charlotte There are many components that have to come together to make change happen. Your primary task as a change agent is to get them ready -- not just to create change but to sustain it as well. You can make it easier by categorizing change readiness into four different types. Want
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-ga-sept19/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Atlanta, Georgia September 23-25, 2019 $1,795 Registration closed. View open events Would you like to make a bigger impact at work, but wonder how to implement change across an entire organization when you're part of a small team
- [Free Webinar | Ten Ways Change Gets Stuck](https://www.enclaria.com/event/free-webinar-ten-ways-change-gets-stuck-sept19/) - The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and your change initiative can get
- [Free Webinar | Ten Ways Change Gets Stuck](https://www.enclaria.com/event/free-webinar-ten-ways-change-gets-stuck/) - The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and your change initiative can get
- [Fundamentals of Influencing Change at Work | Fort Worth, TX](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-fort-worth-tx/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Fort Worth, TX September 10-12, 2019 In partnership with the ACMP Texas Conference $1,795 Registration is now closed. Please visit the Events page for a list of future workshops. Would you like to make a bigger impact at
- [Free Webinar | The Five Drivers of Change: A Model for Making an Impact at Work](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change-a-model-for-making-an-impact-at-work-august-2019/) - As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can be overwhelming to figure out what to do next. After years of partnering
- [Ten Ways Change Gets Stuck | IIBA Atlanta](https://www.enclaria.com/event/ten-ways-change-gets-stuck-iiba-atlanta/) - Host: IIBA Atlanta The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and your change
- [Free Webinar | The Five Drivers of Change: A Model for Making an Impact at Work](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change-may-2019/) - As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can be overwhelming to figure out what to do next. After years of partnering
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-summer-2019/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series July 29 - September 5, 2019 $1197 Registration is now closed. Please visit the Events page for a list of open courses. Would you like to make a bigger impact at work, but
- [Free Webinar | Four Types of Change Readiness](https://www.enclaria.com/event/free-webinar-four-types-of-change-readiness-july19/) - There are many components that have to come together to make change happen. Your primary task as a change agent is to get them ready -- not just to create change but to sustain it as well. You can make it easier by categorizing change readiness into four different types. Want to know what they
- [Free Webinar | Four Types of Change Readiness](https://www.enclaria.com/event/free-webinar-four-types-of-change-readiness/) - There are many components that have to come together to make change happen. Your primary task as a change agent is to get them ready -- not just to create change but to sustain it as well. You can make it easier by categorizing change readiness into four different types. Want to know what they
- [Accelerate Your Influence | ACMP Regional USA Pre-Conference Workshop | Atlanta, GA](https://www.enclaria.com/event/accelerate-your-influence-acmp-regional-usa-pre-conference-workshop-atlanta-ga/) - Hosted by:Â Association of Change Management Professionals Would you be able to accomplish more at work, if only people would just do what you want them to do? You're not alone in this wishful thinking! Unfortunately, there's no magic formula that will make everyone do what you want. Influence is not really about getting your
- [The Proper Care of Leaders So They Help You Implement Change | ACMP Conference | Las Vegas, NV](https://www.enclaria.com/event/the-proper-care-of-leaders-so-they-help-you-implement-change-acmp-conference-las-vegas-nv/) - This event is a pre-conference workshop hosted by the Association of Change Management Professionals. Without the sufficient support of leaders, change fizzles out. The trouble is, leaders often don't properly support change even when they agree that it should happen. In this workshop, you will learn how to work with leaders so you can get
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-ga-may19/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Atlanta, Georgia May 6-8, 2019 $1795 Registration is closed. Please visit the Events page for a list of future events. Would you like to make a bigger impact at work, but wonder how to implement change across
- [Free Webinar | Ten Ways Change Gets Stuck](https://www.enclaria.com/event/free-webinar-ten-ways-change-gets-stuck-mar19/) - The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and your change initiative can get
- [Fundamentals of Change Management:  </br>How to Design and Influence Change at Work](https://www.enclaria.com/event/fundamentals-of-change-management-how-to-design-and-influence-change-at-work/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia September 28-30, 2015 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. To do your job effectively,
- [Fundamentals of Change Management Workshop](https://www.enclaria.com/event/fundamentals-of-change-management-how-to-design-and-influence-change-at-work-atl-2016/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia February 29 - March 2, 2016 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atl-fall-2016/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia September 19-21, 2016 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve getting
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atlanta-ga-spring-2017/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia March 6-8, 2017 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve getting
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atlanta-ga-august-2017/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia August 28-30, 2017 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atlanta-ga-nov-2017/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia November 6-8, 2017 Registration for this event has now closed. Please visit the Events page to see a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve getting
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atlanta-feb18/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia February 5-7, 2018 Registration is now closed. Please visit the Events page for a list of future events. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve getting other people to change
- [Fundamentals of Change Management Workshop | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-change-management-workshop-atlanta-may18/) - Fundamentals of Change Management How to Design and Influence Change at Work Three-Day Workshop Atlanta, Georgia April 30-May 2, 2018 Registration for this event is now closed. Please visit the Events page for a list of open workshops. Future workshops go by the name Fundamentals of Influencing Change at Work. Does your job involve
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-spring-2019/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series March 7 - April 11, 2019 $1197 Registration is now closed. Visit the Events page for a list of future events. Would you like to make a bigger impact at work, but wonder
- [Free Webinar | The Five Drivers of Change: A Model for Making an Impact at Work](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change-a-model-for-making-an-impact-at-work-feb19/) - As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can be overwhelming to figure out what to do next. After years of partnering
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-atlanta-feb19/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Atlanta, Georgia February 25-27, 2019 $1795 Registration is now closed. Please visit the Events page for a list of future events. Would you like to make a bigger impact at work, but wonder how to implement change across
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-winter-2019/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series January 17 - March 28, 2019 $997 Registration is now closed. Please visit the Events Page to see a list of open courses. Would you like to make a bigger impact at work, but
- [Free Webinar | The Five Drivers of Change: A Model for Making an Impact at Work](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change-a-model-for-making-an-impact-at-work-dec-2018/) - As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can be overwhelming to figure out what to do next. After years of partnering
- [Fundamentals of Influencing Change at Work | Atlanta, GA](https://www.enclaria.com/event/fundamentals-of-influencing-change-workshop-atlanta-ga-nov18/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Atlanta, Georgia November 7-9, 2018 Registration is now closed. Visit the Events page to see a list of upcoming online and in-person classes. Would you like to make a bigger impact at work, but wonder how to implement
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course-autumn2018/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series October 2 - December 18, 2018 $997 Registration is now closed. Visit the Events page to see a list of upcoming online and in-person classes. Would you like to make a bigger impact at
- [Fundamentals of Influencing Change at Work | Hosted by ACMP Atlanta](https://www.enclaria.com/event/fundamentals-of-influencing-change-workshop-atlanta-ga-sept18/) - presents Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Three-Day Workshop Atlanta, Georgia September 24-26, 2018 Registration is now closed. Visit the Events page to see a list of upcoming online and in-person classes. Would you like to make a bigger impact at work, but wonder how to
- [Fundamentals of Influencing Change at Work | Online Course](https://www.enclaria.com/event/fundamentals-of-influencing-change-at-work-online-course/) - Fundamentals of Influencing Change at Work How to Make a Bigger Impact With Less Resistance Online Course | 11 Part Series July 30 - September 6, 2018 $997 Â Registration is closed. Please visit the Events calendar for a list of other events. Would you like to make a bigger impact at work, but wonder how
- [Free Webinar | The Five Drivers of Change: A Model for Making an Impact at Work](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change-a-model-for-making-an-impact-at-work/) - Hosted by:Â Change Management Review As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can be overwhelming to figure out what to do
- [The Five Levers of Influence | SHRM Jacksonville Conference](https://www.enclaria.com/event/the-five-levers-of-influence-shrm-jacksonville-conference/) - Host: SHRM Jacksonville, 2018 Next Level HR Annual Conference Influencing people at work to adopt new goals, processes, behaviors and attitudes is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to accomplish your objectives. Anything you do to influence others will employ at least one of
- [Ten Ways Change Gets Stuck | Webinar](https://www.enclaria.com/event/ten-ways-change-gets-stuck-webinar/) - As you implement change at work, do you sometimes feel stuck? The path to change in an organization is rarely smooth. On the way, you run into frequent obstacles that prevent people from moving forward. Despite your best intentions, you and your change initiative can get stuck. Join this webinar to learn the warning signs
- [Inside Influence:  Leading Change From the Middle | IIBA Atlanta](https://www.enclaria.com/event/inside-influence-leading-change-from-the-middle-iiba-atlanta/) - Hosted by: IIBA Atlanta A common view of change is that it must start from the top of the organization. However, change is often instigated and led from pockets within an organization. Many roles, including business analysts, require influencing other people in the organization to change the way they work. Since senior leaders can’t do all the
- [Ten Ways Change Gets Stuck | CMI Atlanta Webinar](https://www.enclaria.com/event/ten-ways-change-gets-stuck-cmi-atlanta-webinar/) - Host: Change Management Institute (CMI) Atlanta The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you
- [The Five Levers of Influence | Northwestern University Alumni Leadership Symposium](https://www.enclaria.com/event/the-five-levers-of-influence-northwestern-university-alumni-leadership-symposium/) - Host:Â Northwestern University Alumni Association, Evanston, IL This presentation is one of the concurrent sessions on Friday afternoon at 2:00pm CT during the NU Alumni Leadership Symposium 2-day event. Your success as a leader depends on getting other people to change the way they work, including processes, behaviors, priorities, attitudes, relationships and ultimately, results. If
- [Ten Ways Change Gets Stuck | SPIN Atlanta](https://www.enclaria.com/event/ten-ways-change-gets-stuck-spin-atlanta/) - Host: Software & Systems Process Improvement Network (SPIN) Atlanta The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your
- [The Five Levers of Influence | PMI Atlanta](https://www.enclaria.com/event/the-five-levers-of-influence-pmi-atlanta/) - Host:Â PMI Atlanta - Alpharetta PM in the AM Influencing people at work to adopt change is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to accomplish your objectives. Anything you do to influence others will employ at least one of these levers. If your success
- [Free Webinar:  The Five Drivers of Change](https://www.enclaria.com/event/free-webinar-the-five-drivers-of-change/) - The Five Drivers of Change:Â A Model for Making an Impact at Work As you implement change at work, does it feel like something -- or someone -- is slipping through the cracks? There are a lot of moving parts when you're trying to change a whole organization (or even part of one). It can
- [The Five Levers of Influence | Organization Change Alliance](https://www.enclaria.com/event/the-five-levers-of-influence-organization-change-alliance/) - Host:Â Organization Change Alliance Influencing people at work to adopt change is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to accomplish your objectives. Anything you do to influence others will employ at least one of these levers. If your success depends on other people changing
- [Accelerate Your Influence | 1-Day Workshop | Atlanta, GA](https://www.enclaria.com/event/accelerate-your-influence-1-day-workshop-atlanta-ga/) - Accelerate Your Influence How to Make a Difference at Work (Even When You're Not the Boss) 1-Day Workshop Atlanta, Georgia Thursday, February 16, 2017 8:30 am - 4:30 pm Registration for this event is now closed. Please see the event calendar for future events! Would you be able to accomplish more at work, if only
- [The Five Levers of Influence | SHRM Atlanta Conference](https://www.enclaria.com/event/the-five-levers-of-influence-shrm-atlanta-conference/) - Host:Â SHRM Atlanta, 2017 Annual Conference Influencing people at work to adopt new goals, processes, behaviors and attitudes is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to accomplish your objectives. Anything you do to influence others will employ at least one of these levers. If
- [Leading Change Without Resistance | Half-Day Workshop | Atlanta, GA](https://www.enclaria.com/event/leading-change-without-resistance-half-day-workshop-atlanta-ga/) - Leading Change Without Resistance Half-Day Workshop Atlanta, Georgia Tuesday, January 24, 2017 9:00 am - 12:00 pm Registration for this event is now closed. As a leader, you play a crucial role in the changes that are happening in your organization. Because of your authority with people who are going through change, there are some
- [The Five Levers of Influence | SHRM Atlanta](https://www.enclaria.com/event/the-five-levers-of-influence-shrm-atlanta/) - Please note: Due to a conflict with the venue, this event has been cancelled and will rescheduled for 2017. Host:Â SHRM Atlanta, Gwinnett GEM Influencing people at work to adopt new goals, processes, behaviors and attitudes is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to
- [The Five Levers of Influence | IIBA Bootcamp | Atlanta, GA](https://www.enclaria.com/event/the-five-levers-of-influence-iiba-bootcamp-atlanta-ga/) - Host:Â International Institute of Business Analysis (IIBA) Influencing people at work to adopt new goals, processes, behaviors and attitudes is undoubtedly a complicated endeavor. Where do you start? Applying the five levers of influence can help you to accomplish your objectives. Anything you do to influence others will employ at least one of these levers.
- [Personal Influence:  How to Make a Difference at Work | 1-Day Workshop | Atlanta, GA](https://www.enclaria.com/event/personal-influence-how-to-make-a-difference-at-work-1-day-workshop-atlanta-ga-20160614/) - Personal Influence: How to Make a Difference at Work (Even When You're Not the Boss) 1-Day Workshop Atlanta, Georgia Tuesday, June 14, 2016 8:30 am - 4:30 pm Early bird rate: $395 until May 27, 2016 - Save 33%! Registration is now closed. Visit the events page to find upcoming workshops! Would you be able
- [Radio Show:  Enable Change With The Purpose Effect](https://www.enclaria.com/event/radio-show-enable-change-with-the-purpose-effect/) - In this episode, Dan Pontefract, bestselling author of Flat Army, joins the show to discuss his new book, The Purpose Effect: Building Meaning in Yourself, Your Role, and Your Organization. We'll discuss the three categories of purpose, and how they work together to enable organizational change. Set a reminder or listen live >
- [Workshop:  How to Influence Change at Work | Dallas, TX](https://www.enclaria.com/event/workshop-how-to-influence-change-at-work/) - ACMP Change Management 2016 Post-Conference Workshop Dallas, Texas Change management as a set of activities is useless without knowing how to influence the change you want to bring about. What good is a communication plan, for example, without effective messaging to plug into it? How will you engage stakeholders unless you identify what will drive
- [Personal Influence:  How to Make a Difference at Work | 1-Day Workshop | Atlanta, GA](https://www.enclaria.com/event/personal-influence-how-to-make-a-difference-at-work-1-day-workshop-atlanta-ga/) - Personal Influence: How to Make a Difference at Work (Even When You're Not the Boss) 1-Day Workshop Atlanta, Georgia Tuesday, April 26, 2016 8:30 am - 4:30 pm Registration is now closed. Please visit the events page for more learning opportunities! Does your job involve getting other people to change the way they work –
- [Radio Show:  Implementing Change in Sub-Saharan Africa](https://www.enclaria.com/event/radio-show-implementing-change-in-sub-saharan-africa/) - In this episode, Glory Enyinnaya joins the show from Nigeria, where she is a Change Management Consultant and Manager of the Centre for Research in Leadership and Ethics at the Lagos Business School. Listen in as she shares her research and experience about implementing change in Sub-Saharan Africa. We'll explore the challenges of implementing change
- [Webinar:  How to Deal With Resistance to Change](https://www.enclaria.com/event/webinar-how-to-deal-with-resistance-to-change/) - Host:Â Northwestern University Alumni Association When you try to implement change at work, the outward signs of resistance you experience are usually symptoms of an underlying issue. Yet the common response is to address the symptoms - strengthen the argument, dangle a carrot, or use authority to get them to budge. Unfortunately, if your answer
- [Radio Show:  Building an Optimistic Workplace](https://www.enclaria.com/event/radio-show-building-an-optimistic-workplace/) - This episode's guest is Shawn Murphy, CEO and Co-Founder of Switch & Shift. In his book, The Optimistic Workplace, Shawn defines the Origins of Optimism as purpose, meaningful work, and extraordinary people. Listen in as Shawn shares how to develop an optimistic workplace and why you'd want to. Plus I'll ask him how an optimistic
- [Webinar:  How to Influence Change at Work](https://www.enclaria.com/event/webinar-how-to-influence-change-at-work/) - If you're responsible for improving anything in your organization, you need other people to change the way they work – their processes, behaviors, priorities, attitudes, and ultimately, their results. To do that, you need influence. In fact, it's no surprise that a recent poll by the Association of Change Management Professionals listed influence as the
- [Webinar:  10 Ways Change Gets Stuck](https://www.enclaria.com/event/webinar-10-ways-change-gets-stuck/) - The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and your change initiative can get
- [Radio Show: Shifting Culture with Performance Management](https://www.enclaria.com/event/radio-show-shifting-culture-with-performance-management/) - This month's guest, Marnie Green, is Principal Consultant at Management Education Group, Inc. and author of both Painless Performance Evaluations and Painless Performance Conversations. Listen in as she shares examples of organizations who have seen shifts in culture as a result of a new performance management process and supporting technology. Set a reminder or listen
- [Radio Show: Lean Into Authentic Leadership](https://www.enclaria.com/event/radio-show-lean-into-authentic-leadership/) - This month's guest, leadership consultant and executive coach Aaronde Creighton, shares why and how to be your true self at work when you're leading change. Leave the mask at home and let your real leadership show up! Set a reminder or listen live >
- [Radio Show:  Grumblers to Allies: Gain Support for Change with The Energy Barâ„¢](https://www.enclaria.com/event/radio-show-grumblers-to-allies-gain-support-for-change-with-the-energy-bar/) - Rick Maurer, author of Beyond the Wall of Resistance, returns to the show to discuss how to gain support for change, especially how to move people from being grumblers to becoming allies using a tool called The Energy Barâ„¢. Set a reminder or listen live >
- [Radio Show: Beware of Bad Change Management](https://www.enclaria.com/event/radio-show-beware-of-bad-change-management/) - There are a lot of change management experts and approaches to choose from. How can you tell the good ones from the bad ones? Beth Banks Cohn, President and Founder of ADRA Change Architects, joins the show to warn us of the red flags to watch out for, and share the hallmarks of good change
- [Webinar:  10 Ways Change Gets Stuck at Work](https://www.enclaria.com/event/webinar-10-ways-change-gets-stuck-at-work/) - Hosted By: Northwestern University Alumni Association The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you
- [PMI Atlanta:  How Change Gets Stuck](https://www.enclaria.com/event/pmi-atlanta-how-change-gets-stuck/) - PMI Atlanta: Alpharetta Lunch Meeting The path to implementing change in an organization isn’t always smooth. On the way, you run into frequent speed bumps, wrong way signs, and even concrete barriers. These road hazards on the way to change act as obstacles that prevent you from moving forward. Despite your best intentions, you and

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