Change Course

As a change leader you can't always be nice. Don't be mean! but being nice and trying to please everyone will undermine the very change you're trying to make successful.

There is a difference between being nice and being kind... and I get into what that looks like from a leadership perspective and why its so hard.

Full scale organizational culture change is incredibly hard to do successfully. But what if you're leading a team and you want to change just the culture on the team? Approaching things at a small scale and keeping in mind 3 important things will help you be successful.

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Are you a leader who is planning a big change for your team, but doesn't know how to get your team ready for change? Often with big strategic changes or reorganization, we can't provide details before the change is announced. But if your team is completely in the dark, it makes responding to the change harder when it comes as a surprise. In this episode I talk about a recent example of how a leader prepared a team for change using 3 key tools. But here's the inside scoop -- I can tell you why they worked, and how to apply them.

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Have you ever wished for a crystal ball so you would know when change is coming? When we're trying to figure out how to be better at managing and leading change, an unexpected change can completely throw us off track. But what if we knew that change was coming? In this episode I walk through the 5 biggest indicators that change is coming that you should be looking for. Think of be as your back-pocket secret that can help you anticipate and prepare for big changes when you're colleagues have no idea they're coming!

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Emotional responses are a fact of change -- but why do they happen? Context is really important and how people have to show up inside organizations, we are rarely in control of our organizational destiny and it makes change feel like it is happening to us instead of being in charge of it. This episode covers the 4 fear responses and what they look like inside the organizational environment and why we rarely see anger expressed openly. Change curves are an important part of the research and I introduce another way to look at this collectively to help indicate the individual and group emotional state. Lastly, facing the negative responses to change is not something we can avoid. I walk you though why leaning into the negative responses is essential to getting the results you desire.

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Change is happening all the time, and guess what? It happened to me. Well that's not the whole story, but I've taken a break after some time away and I have to tell you that this has been the best decision, but not for the reasons you may think... I've been spending the past few months testing out Connected Change and I have some incredible things to share with you that I know will make us all more effective transformation leaders.

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Traditional Change Management approaches focus on two key things... communications and training. But what if your change isn't a giant implementation requiring thousands of people to attend training sessions?

What if your change is simpler than that?

Well, this might get change traditionalists a little upset, but sometimes you don't need a training plan at all!

In this podcast I go over how to figure out if your change needs a training plan or not, and what tools and approaches exist to create a blended communications and training approach that meets the needs of various programs large and small, and how to tailor your approach to find the best fit for your program.

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Show notes: www.connectedchange.com

Going "back to school" can mean a whole bunch of different things, but certainly for those of us who have school-aged children, and for those of us who work as educators, we're experiencing a massive shift from "summer schedule" to the "regular schedule". For those of you who are not currently in the back to school routine, the shift certainly has a ripple effect as many of us experience a transition back to routine after Labour Day.

But the question is: even though we do this every year, why does it seem so hard? Shouldn't it be a lot easier? Like flipping a switch?

I get into why in this episode, and how our very human expectations get in the way of experiencing change smoothly, and why it takes a bit to get into the groove.

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Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

We're back in this bonus episode with Stephanie J. Marshall, alignment coach, with a short, but unmissable episode. How can we bring a sense of ease, joy and curiosity to change instead of feelings of stress and overwhelm. Stephanie illustrates with with an illuminating client story that shows us how we can dig into change, manage through uncertainty and help us bring a sense of ease and fun to change. Want more amazing change & transformation content? Sign up for the Navigator Newsletter here: https://www.connectedchange.com/newsletter

Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

In this episode of Change: The Conversation we continue our conversation with Stephanie J. Marshall. 
Resistance is the bane of the change manager's existence! So what about resistance? We're back in this episode to continue our conversation with Stephanie J. Marshall, alignment coach, on the power and purpose of resistance in personal change. Her approach? Resistance is where the GOOD stuff is. Resistance comes from our assumptions about change and how we are going to feel. Steph talks about how she approaches resistance and works through it with her clients, and walks through her approach. Managing resistance within ourselves is the key to leading change successfully and is an essential journey for every change leader. Learn to expect resistance, wrestle with it and excavate it for yourself, and you'll become a much stronger leader. Working through and dealing with emotions is one of the thorniest areas of change both personal and professional and we talk about the conflict between logic and emotion and how to address it.

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Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

In this episode of Change: The Conversation we continue our conversation with Stephanie J. Marshall. 
So, where the heck are we going? Change is the destination. We're back with Stephanie J. Marshall, alignment coach, to talk about the importance of vision. Stephanie breaks down the vision process and how she helps clients build a compelling vision and what makes it impactful and successful. Developing a personal vision is just the beginning, and Stephanie talks about the key component that is absolutely critical before any change can really happen. We get into why using creativity and imagination conflicts in your brain with the tactical planning, and how Steph uses the first law of alignment: spend more time thinking about what we want than what we don't want.

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Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

In this episode of Change: The Conversation I have the pleasure of speaking with Stephanie J. Marshall.  I’m a client of Stephanie’s and a huge fan of the alignment framework, so this conversation is one for the ages. We talk about the intersection of personal and organizational change and what this all means.
So what is an alignment coach? In this episode Stephanie J. Marshall of Kickstartology introduces us to the wonderful world of alignment coaching and how it relates to personal change. Stephanie is in the business of coaching leaders through change and helping them effectively lead their teams. We talk about how an amazing transformation always starts with you, and how we can approach change from a personal perspective. We talk about why resistance and denial are normal reactions to change and how to get through them. Then, we get into who is most surprised by the emotional reactions to change. Stephanie breaks down how small shifts lead to lasting transformation and success in any change and how alignment is at the center of it all.

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Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

We're back for our third conversation with Nadine Araksi, and we are talking about when you want to build a new future, the stories that you create are incredibly powerful. Nadine is an expert at crafting story to create shared vision and making the future real. We talk about context, intent and the building blocks that you need to build a strong story for change. We cover what to do if you need to adjust or change the story mid-flight-- how context and new information can impact us, and how getting it right (vs. being right) focuses us on the process vs. the end result. This conversation is for anyone looking to spark change in others and themselves, in a positive way.

Want more amazing change & transformation content? Sign up for the Navigator Newsletter here: https://www.connectedchange.com/newsletter

Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

Nadine Araksi and I are back with another conversation on the power of story, and in this one, we get deep into how to use story to bring about change. How to the stories we tell about ourselves, our own thoughts and internal stories help us understand and manage our experiences. Nadine breaks down one of the ways that she coaches people through discovering their own stories, how they can identify resistance and change their stories to enable bigger change in their work, lives and organizations.

Want more amazing change & transformation content? Sign up for the Navigator Newsletter here: https://www.connectedchange.com/newsletter

Show notes: www.connectedchange.com

Summer means special episodes at the Change Course Podcast! We're running some selected episodes from our sister series, Change: The Conversation. These were originally run as a video series, but we've transformed them into podcasts just for you!

We hope that you enjoy them!

This week I'm joined by Nadine Araksi, an expert on stories and how they can facilitate incredible change. Nadine talks about the client work that she does as a story coach and how story has been the unifying thread throughout her life and career. We get into how story is a tool to help people connect with purpose and intent, how it facilitated inclusion and brings people together. Nadine talks about one of her favourite tools for using and applying story and how central emotions are in story to make sense of our experiences, thoughts and decisions. Nadine tells us about a difficult change experience that she led a team through and how story was an important part of helping people move through the change towards a common future.

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Show notes: www.connectedchange.com

I recently re-listened to my very first episode of the Change Course podcast, and had a chance to reflect on how far we've come, and where we are going.

I have some updates as well, on the summer months for the Change Course podcast, and some exciting content that I'll be bringing you!

To stay in touch with us over the summer period, sign up for the newsletter, this will be continuing every month!

Have a restful and reflective summer and most of all, enjoy it!

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Show notes: www.connectedchange.com

If the world of change facilitation has changed, what does that mean for us as facilitators? We've talked about changing the approach and the tools, but what about how we show up as facilitators at the event itself?

In this episode I talk about energy and how important it is to bring the right level of energy and enthusiasm to your virtual or hybrid event.

I reflect on some recent experiences where I attended a virtual event and an in-person event that was also broadcast to virtual attendees. The learning from these two events had a significant impact in how I'm approaching virtual and hybrid facilitation events going forward, and I can't wait to share these insights with you!

Check out the show notes for some awesome links that you don't want to miss!

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Show notes: www.connectedchange.com

Last week we talked about how much of the world of change facilitation has changed with our new ways of working in virtual and hybrid environments. This week I talk about how we need to change the tools that we are using to make change facilitation in these new environments successful and engaging for participants.

Remember the days of flip charts and sticky notes? I do... fondly! I used to love getting up in front of a room and facilitating an amazing in-person session. When we first moved into the virtual environment we tried to replicate this approach and it didn't really work.

So I started on a journey to find what worked well and how we can use different facilitation tools today, that we could have only dreamed about in the past!

I talk about why it is important to be mindful of the tools and approaches that you're using, and how to determine what will work best.

I truly think that this approach presents more opportunities for participants, and there are more cool tools and techniques coming available every day.

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Show notes: www.connectedchange.com

The way we facilitate change has changed! With the shift towards virtual and hybrid environments, it's almost impossible to get a team of people into the same room together to do anything face-to-face. If you do, it's a real treat!

In this episode I share what I've learned over the past several years working with global companies and through the big shift to remote work, on what makes change facilitation in hybrid and virtual environments successful.

In this episode I cover:

1)   Planning your facilitation events, thinking about pre-and post work that can happen outside of the virtual “room”

2)   Breaking up asynchronous and synchronous work

3)   Clarifying and promoting what we are doing so others get visibility into the process

4)   Being inclusive in a virtual space

5)   How these activities need to link into the communications strategy

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Show notes: www.connectedchange.com

I've spent the past few weeks speaking with incredible companies about change, and working with change sponsors. Here's the thing... the way we do change is changing. I'm hearing from so many more operational leaders who are now being asked to lead change more and more, and they're feeling pushed out of their comfort zone!

For sponsors who are really good at operations, change presents a challenge. How can you talk effectively about change when you don't have all of the answers!

In today's episode I talk through what you need to know as a change manager when planning communications, from both a sponsor and organizational perspective and how to break down the work into pieces that you can work with and plan, and help your sponsors excel in their role as change leader.

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Show notes: www.connectedchange.com

When the popular change methodologies out there say that they have the recipe for "people focused change" I find I'm asking the question, isn't all change about people?

The short answer is YES. Change is absolutely about people! And in this episode I talk about how Connected Change (TM) works through identifying the key people who are impacted by the change. The relationships between stakeholders and impact show how we can design and implement change and what makes it successful.

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Show notes: www.connectedchange.com

One of the critical gaps in the leading change methods that Connected Change™ addresses head on, is the various contexts and characteristics of the various organizations that we are changing.

In this episode I talk about what an organizational assessment is, when it happens, and how you do it, using Connected Change (TM) and involving your stakeholders!

One of the greatest successes that I had with this approach was with a customer service team I was working with, and the organizational assessment was critical to our success. It's a powerful tool and I hope that this episode helps you understand why, and how to use it.

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Show notes: www.connectedchange.com

Top-Down change management doesn’t work and let me tell you why.

In this episode I talk about why the main change models, PROSCI/ADKAR and Kotter, are top-down models. We also get into why top-down management approaches dominate the change literature from the early 90's and how this shows up.

If you've been frustrated by communications-based engagement models, and "Because I said so" logic, you will love this episode!

I also get into the generational and cultural forces driving management theory and how this shows up in the models that don't work, and what works instead.

And the driving factor? The democratization of workplaces and society due to the introduction of technology. So if you're still using a model that was developed before the age of smartphones, no wonder you're frustrated.

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Show notes: www.connectedchange.com

At Connected Change (TM) we look at resistance differently than our peers...

Many of the leading change models talk about resistance management as a collaborative exercise with people at the beginning of change, and involving stakeholders through the development and implementation of the change. But here's the challenge, you can't involve everyone, all the time, and you can't meet everyone's needs. So you always end up with some resistance generated during implementation. This happens because the assumptions inherent in the main models for change, are that resistance comes from people.

And there is a little truth to that, but it isn't the whole story.

What if the resistance management approach that you take, has more to do with removing barriers to change and addressing resistance in the organizational system than focusing on people's thoughts, feelings and reactions?

Well, you get smoother implementation, and change that looks more like the Rogers adoption curve than the Kubler-Ross 5 stage model.

In this episode we talk about the 5 Connected Change (TM) elements and how each element can be harnessed to reduce resistance in the early stages of change. I talk about examples and solutions from the work I've done over the years to illustrate the power of focusing stakeholder feedback on the change, and helping to identify and remove barriers, while building trust and collaboration, creating unstoppable change momentum.

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Show notes: www.connectedchange.com

Resistance. One of the most difficult things for a change manager to navigate as we move through the change journey. No matter the change, the context, the readiness of the organization, we encounter resistance to change. Every time.

In the way that we approach resistance in Connected Change (TM) there are only two types of change. Understanding the difference, helps us get to the bottom of why we resist change, and what resistance actually is.

So many of the approaches out there approach resistance in the same way, and don't really address the different types and where they come from. I also talk about the biggest misconception about "squeaky wheels", "complainers" and those who speak up about problems. Caring and showing investment in a problem is a sign of commitment, not resistance, and I'll tell you all about why!

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Show notes: www.connectedchange.com

Resistance is a fact of change. But, blaming people for "resisting change" is the easy way out. I recently wrote on the subject of resistance and how Connected Change (TM) handles this very differently. Personal resistance absolutely happens. But we need to be managing the sources of resistance before they become an issue, by identifying where the change will conflict with the existing structures and culture of the organization. Managing friction points early on, and throughout the change will help you manage overall resistance when you're actually asking for behavioural and habit changes from your teams.

In this episode I help you learn about the sources of resistance and understand how to work with them, ultimately, setting you up for change success!

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Show notes: www.connectedchange.com

So many people have joined us at the Change Course podcast over the past few months, and even more in the past few weeks! Welcome! I think you'll like it here.

So, given that the podcast has been going over a year now, I've come to understand that some of you are curious... about me?

A friend, who is also a listener encouraged me to record this episode, although I am a very private person and prefer not to talk about myself! I'll talk about change any day, but the details of my life are hardly interesting (in my opinion). She insisted, and pointed out to me that the way I approach change, and what Connected Change is all about, is deeply informed by my values and experiences.

And she was right!

This episode is a departure from our usual programming, but I hope it helps you understand how my experiences formed Connected Change and how my values continue to drive me in sharing this work with you.

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Show notes: www.connectedchange.com

Well, I don't want to disappoint you, but it it actually isn't a secret! If at first you don't succeed...

Try, try again.

In this episode we follow up on our saga of discovery on this persistent statistic and touch on how we got here. Much of what I find in this episode is that the secret of success is figuring out how to define success in the first place.

I tell an amazing story of my most successful transformation that by all measurements against the business case and timeline was an abject and total failure. Its a great example to illustrate the point, and also to show how setting yourself up for success is really important. At the end of the day, it's not that the work got done, it's that the work continues.

Want more amazing change & transformation content? Sign up for the Navigator Newsletter here: https://www.connectedchange.com/newsletter show notes: www.connectedchange.com

Part one of two on an adventure to discovering the source of the claim that 70% of change management efforts fail.

How many of you have heard this statistic? I’ve heard it probably a million times, and I’m sure you have too! In fact, It makes me feel pretty competent because none of my change projects fail, so obviously I must be a genius!

In all seriousness, when I talk about this with other change professionals, none of us can figure out how this could possibly be true.

But, here’s the thing. I can’t find the source!

In this episode I talk about phase 1 of my search, and how far I got. And, we finish off with my beef with McKinsey, and about how you can’t quote your own market research data as “academic research”.

Here’s my hypothesis. I think its all made up.

Listen in to find out how far I got in the research and where it led me, and what you can learn from this along the way.

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show notes: www.connectedchange.com

Power in organizations can be collected, and concentrated in a few different ways. Having information, being able to use it and being the gatekeeper of data and information capital or assets is how I'm seeing power being concentrated in organizations today. So what does this mean for a change manager and change leader? Listen to the episode to find out!

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show notes: www.connectedchange.com

Whoops! I made a technical error and this is the actual episode for "Tastes Like Crow". Previously, episode 55 played a repeat of "I'm not here to make friends" Thanks to the listener who pointed it out to me, and thanks to all of you for your patience!

I wrongly judged someone and then someone else wrongly judged me.  How are these two things related?  Well, it has to do with age, and stereotypes. Got some great feedback on a previous episode which I address here, and then, coincidentally, had the same judgement passed on me! What does this tell us about change? Well, our categories and stereotypes won't help us where we're going... but mindset will.

As an aside, I also share with you what is one of the best explanations I've found for the relationships between change champions, the diffusion of innovation curve and the tipping point. 

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Donut stop believing

A critical part of making a transformation successful is your team.  The transformation team is an essential element to making the change happen, and one of the ways to get a cohesive team, is building a subculture. You're leading a group of disruptors, and sometimes that disruption is going to chafe against prevailing culture. Your people need a safe space to come back to, one where everyone has their back. So build a great subculture to support that. In this episode I tell the infamous donut story that one of my project teams will never let me forget! Its a great lesson in how protecting your team culture, goes a long way to carry them through when change gets tough... because it always gets tough before it gets better.

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And if you liked this episode, don't forget to rate us and leave us a review!

show notes: www.connectedchange.com

Sometimes the problem you want to solve isn't the problem that you need to solve. Despite what we want to do, we can't change everything, everywhere, all at once!  I tell you a story about a CEO I met last week who is taking on the family business.  It's an amazing opportunity and of course, when there's family involved, it can get complicated. I share what I've done with other founder/CEO businesses in transition and how to approach change in a sensitive scenario like this one.

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And if you liked this episode, don't forget to rate us and leave us a review!

show notes: www.connectedchange.com

I'm here to make change

When we meet with very resistant individuals, sometimes we have to go outside the regular change playbook, especially when these people hold a lot of power and influence.  I update you with a story about one of the execs I'm currently coaching that talks about how they finally were able to get a very resistant individual in line with the coming change.  Its an update to an episode from Nov 15th, titled, what game are you actually playing. I talk about what changed since then and why they were ready to confront this person now. It's a great example of how this type of conversation can work.

show notes: www.connectedchange.com

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I'm hoping in this episode that you can learn from my mistakes!  In this one I talk about one of the red flags I encounter when starting out in an organization.  Whenever you're the new kid on the block, you'll inevitably meet people who tell you that they "Love Change".  Usually they will say that they want to help you and be part of the initiative because they think change is awesome and really, overdue. I'm going to tell you what you need to be aware of, and worried about when meeting new people, and what power, politics and influence have to do with it!

show notes: www.connectedchange.com

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When we're reached implementation day for change (day 0) and we're ready to go, we're done right?  If you've ever tried to change, you'll know that the decision to change, or the big "implementation deadline" of the first day of change is only the beginning!  In this episode I talk about the Messy Middle, what it is and strategies to get through it, and why we're all susceptible to this bias!

Show notes are at www.connectedchange.com

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Have you found that some organizations just do change so much easier than others?  I have.  Part of Connected Change (TM) is understanding how group dynamics, relationships and organizational systems affect change, but I've also found that there are aspects of culture that make change easier or more difficult. 

Culture is driven by the purpose of the organization, but there is also the factor of how certain types of organizations attract specific personality types. Some of these personality types make change more difficult. 

We get into motivations and how to assess where employees fall in the different categories. I also link a great tool that can help you understand this in more depth (and yourself!) and talk about how what drives a person at work can impact how well the organization implements change.

show notes at www.connectedchange.com

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Ok. so you're a new change leader and this new job you have,  is overwhelming!  In fact you've never felt more uncomfortable in your life!  Pair that with fear (failure is not an option) and you've got the perfect storm for a very bumpy ride. 

In this episode I talk about the power of coaching and how delving deeper into understanding yourself can really help you become a stronger change leader. After all, if you have to lead people out of their comfort zones, you've got to get comfortable with your own!

show notes at www.connectedchange.com

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To work from home or not work from home... that is the question. We're updating the story of our resistant executive and where we are with the changing office norms, both individually, in this story, and more broadly with how trends are more broadly playing out.  

We also get into generational impacts, why this might be happening and how it helps to explain some of the behaviours we are seeing. 

I talk about one of the resources I like that helps move people with entrenched beliefs and mindset and we give you the full update on what has been happening and how our WFH resistant exec is doing!

show notes at www.connectedchange.com

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It's about that time of year when the wheels fall off of our New Year's resolutions and we face the cold hard reality of our holiday excess.  January 24th is called "The Most Depressing Day of the Year" for good reason!

But what can we learn from our mistakes around New Year resolution failure, and what can it tell us about how we actually change? 

This episode is a warm hug, as we enter season 2 of the Change Course podcast... and don't worry, no shaming! 

We get into how change actually happens and some of the things you can do to help change be successful both in your personal and professional lives.

show notes at www.connectedchange.com

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That's a wrap on season 1 of the Change Course Podcast.  Can you believe it's already been 1 year?

Thank you to everyone who has listened, sent me your feedback and asked questions.  I can't tell you how much I appreciate it.

I've got an update on the leader who I talked about in "Employee Engagement" and what I think will happen when this person gets back from some well deserved time away. As well as reflections on all that has happened this year, and the change we're still in the middle of. 

Taking the time and space to reflect, rethink and connect with our values and who we want to be is part of the process of personal change.  We're going to be taking a short break for this purpose, and will return on January 7th, 2023. See you then!

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Listen all y'all it's a sabotage!  

Seriously though, sometimes it feels like change resistance is intentional.  I once had a leader in an organization intentionally sabotage the project I was working on, not only that, but they got their whole team involved. It felt like overnight, it went from hard to impossible. 

The truth of it was that this leader had shared a very old but still relevant manual with their team on how to intentionally sabotage projects. While this sounds completely wild, it actually happened. One of their team members, who remains a good person to this day, told me the truth. 

What I learned from this experience was that change resistance behaviour often looks similar.  Since then I've worked hard to find the way to design and deliver change that overcomes these points of resistance.  In essence this is how Connected Change (TM) was born.

Is it ever a good time for change?  Based on my experience and the clients I work with, when asked... is this a good time for a change? The answer usually is "no!".    One of the things that makes change successful is finding the right time to implement change. Sometimes this can mean looking for or using opportunities that come up to help you. 

Changing course happens, and it can happen multiple times in any change,  in this episode we get into how course changes aren't all bad, and can be used as ways to hasten or support change that need to happen. 

There is also a dose of 90's nostalgia in this one, as I tell a hilarious story about using an opportunity led to a desperately wanted change (a pair of amazing high-top sneakers)

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show notes: www.connectedchange.com

Sometimes we come across really difficult change resistance.  If there is a person involved in the change, who holds a considerable amount of power, and is resisting or worse, sabotaging change, what can you do? 

Alternate titles for this episode were:  "I'm not here to make friends", and/or "Don't hate the player, hate the game".  but really, this episode is all about how to navigate a difficult conversation like one with a powerful resistor, and what you can do to make it a successful one.   When all of the positive strategies have been tried, and failed,  I provide you with some advice on how you can reach this kind of stakeholder, and ultimately, prevent your change from being sabotaged.

show notes: www.connectedchange.com

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What does a transformation office actually do?  If you're new to the game of change, you might be wondering about this.  I break down the ways transformation offices are structured and why, and how the focus changes for different types of change.  Importantly, we get into how change actually happens.  We talk through the 4 phase Connected Change (TM) model, and what you and people involved in the change are actually doing. 

show notes: www.connectedchange.com

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Digital transformation,  technology transformation,  we get into what this is all about and how this type of change differs from org changes.  I tell you a story of a client example, of what this actually looked like and how we approached the change.  We break down how to lead this type of change if you're a functional leader or executive and talk through how the transformation office differs in this model.

Show notes at www.connectedchange.com

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In this episode I break down the first type of transformation, organizational change.  We talk about the 4 types of org changes and what that looks like, and the critical role of the transformation office.  I break down the roles and what each bring to the transformation effort, and how you, as an executive and sponsor play a role in transformation success. 

show notes at www.connectedchange.com

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Organizational transformation -- what a big word. If you're a manager, leader, or new change manager you've probably heard this term tossed around.  In this episode I break down what org transformation is, and what the different kinds are.   We get into the role of change leadership vs. change management and how different types of transformation require different skills. 

show notes on www.connectedchange.com

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Have you been asked to fill out an employee engagement survey recently? Have you heard the term, quiet quitting? How are these related?

Quiet quitting is a new term for something that has been around for a long while… and the uptick in organizational activity around employee engagement and engagement surveys is trying to address the wrong problem with the wrong tools. What we’re seeing is resistance and confusion around how to respond to the biggest change our world of work has faced since the industrial revolution. Listen in to this week’s Change Course, to learn about the root cause, what the problem really is, and the solutions.

show notes: www.connectedchange.com

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