Power dynamics are one of the reasons that change fails. If you get a powerful person against the change it is finished! I’ll illustrate with a story – and of course, names have been changed!

Here we explore ways to get people’s attention and focus on the early messaging.

What makes leadership communication effective is authenticity, consistency and empathy. Change can be a hard message to deliver.

We’ve always known there was a culture problem in the sport. These problems are not new. But nobody wanted to do anything about it before.

Many leaders overestimate the impact and power of their words, and underestimate the frequency and repetition required to make communications impact.

A good plan sets up your change for success. And I’m not talking about a change management plan (yet!) but the preliminary thinking and planning that goes into getting ready to change.

Well, the verdict is in. We’re never going back to the office!

Why is it that change seems to increase organizational politics?

The world has changed, we’ve changed, and we’re in the middle of the biggest shift and transition that any of us have experienced in work and in life.

If you’re dreading back to the office this fall, you’re not alone. Do you remember what it felt like in March 2020? But now, (for work at least) there’s no place we’d rather be.

Heraclitus said: “change is the only constant in life” he had obviously not met company culture yet!

Have you ever asked why, even though the organization may see people change roles, leave and enter the organization, that the organization’s culture stays the same?

In this blog post, we explore 3 mistakes to avoid when developing culture.

In this blog post we examine the four key things you need to do to be a successful change manager. Part 2 of 2.

In this blog post, we examine how to get started in change management. Part 1 of 2

The experience we’ve had, and the global exhaustion we are now all feeling is an opportunity for empathy. We all finally understand on a personal level what change fatigue looks and feels like.

In this blog post we explore how to recover from failed change.

If the ship represents organizational change, resistance is the collective weight of the barge.

In this blog post we explore the need to create an effortless sense of momentum or "pull". To harness this effortless feeling, you need to tap into influence.

When things don't feel like they are moving forward, how do we get out of the doldrums and get wind back in the sails?