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Learn how you can tap into your existing people leader abilities and the most important thing you can do for your team during times of transition.

We’ve identified common factors for a successful IT implementations. Here are 7 change management lessons for you to consider at the start of every IT implementation

Over hundreds of change management projects, here are the practical techniques we’ve identified to dig out buried benefits and help the weakest WIIFM shine.

Leaders ask regularly, “Why is my change not happening faster? When will I get the business value from this change that I need?” Often by the time leaders are asking these questions, they are well into implementing their change initiative, and so measuring the root causes of a gap in the desired results begins late.

What is it for? We’re all familiar with the phrase “form follows function” in architectural design, and it holds just as true for organizational design. It refers to the popular principal that form or structure should be determined by function or purpose. When organizations implement change, it often exposes the need to change functions, including

From ERP and technology implementations to operational and structural transformations, successful change depends upon buy-in from every segment of the employee population. So how do you ensure that employees at every level adopt organizational change and deliver on its promise? How do you take a proactive approach to create successful and enduring change? The answers

What is it for? Whatever change your organization is facing, whether it’s a process, structural, or technology change, or something else, the most difficult component is not implementing the change itself – it’s managing how the people in your organization adopt, support and assimilate the change. That’s where a good communication and engagement plan comes

What is it for? Changing behaviours is often easier said than done. Leaders know that change of any kind – from an increase in a manager’s effectiveness to the implementation of a new technology – only happens as a result of meaningful and sustained change in individual and group behaviour. But how do you foster

Suppose the key decision makers in your organization all agree that change is necessary. But how will individual employees respond? Where might you find resistance to change and how can you minimize it? There are many barriers to organizational change. A McKinsey* study found that a staggering 70% of all change initiatives fail to meet

According to a recent report, the companies that are most effective at change management are also 4.51 times more likely to involve change and internal communication professionals in the earliest planning stages. A new tech rollout or ERP implementation marks a huge change for any company, and that change needs to be managed in order

The Best Laid Plans, Why Technology Change is So Hard You carefully researched and purchased a best in breed system, hired an experienced and well-referred solutions integrator, invested months of careful planning, go-live went off without a hitch and – half of the organization isn’t using the system properly and the other half isn’t using

The Commitment Curve Your new ERP system will streamline and revolutionize your business processes, provide real time information updates and save everyone time and energy. This sounds like an easy sell until you factor in the humans, and our inherent resistance to the new way of doing things. ERP change presents businesses with the challenge

“Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better.” King Whitney Jr Change can be

“Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better.” – King Whitney Jr Change can

The Commitment Curve Your new ERP system will streamline and revolutionize your business processes, provide real time information updates and save everyone time and energy. This sounds like an easy sell until you factor in the humans, and our inherent resistance to the new way of doing things. ERP change presents businesses with the challenge