Change management
Do you love riding on roller coasters? Not so much? Then you are likely to find the emotional roller coaster of change a real challenge, and will ideally need an experienced guide to help you navigate the steep drops and loop-the-loops!
Stay strong as a leader during phases of change!
Is your company facing a period of change? Do you expect the planned changes to trigger uncertainty and stress in many of your employees, irrespective of their hierarchical level? Do you envisage that, while some employees may react enthusiastically, others will reject, maybe even resist, the changes? Dealing with the different employee reactions is among the main challenges faced by managers seeking to implement changes.
What is the best way to deal with resistance to change processes?
(according to Klaus Doppler “Change Management”)
- Change never comes without resistance.
- Resistance always contains an emotional message.
- Failing to acknowledge resistance results in barriers being put up.
- Move with the resistance, not against it.
There is a lot to gain from seeing the debates you have with your employees as an opportunity. I can help you see things from your employees’ perspective and to examine the planned changes with this perspective in mind. The benefits for your team/company are twofold. Not only will your employees get behind the changes, they will want to become actively involved in implementing them.
I have a lot of experience in implementing changes, and know how to work with resistance as opposed to against it. I know change processes, both from the perspective of a participant and a process architect. I therefore know well which levers are crucial to successful change implementation.
What is the best way to deal with resistance to change processes?
(according to Klaus Doppler “Change Management”)
- Change never comes without resistance.
- Resistance always contains an emotional message.
- Failing to acknowledge resistance results in barriers being put up.
- Move with the resistance, not against it.
There is a lot to gain from seeing the debates you have with your employees as an opportunity. I can help you see things from your employees’ perspective and to examine the planned changes with this perspective in mind. The benefits for your team/company are twofold. Not only will your employees get behind the changes, they will want to become actively involved in implementing them.
I have a lot of experience in implementing changes, and know how to work with resistance as opposed to against it. I know change processes, both from the perspective of a participant and a process architect. I therefore know well which levers are crucial to successful change implementation.