Individual & team coaching and organisational development. My work helps you do yours better.
Regular visitors to these pages will know that I have discussed a number of approaches to leading change over the past few months. These have predominantly looked at some of the psychological methods by which we can help people adapt and accept changing times, breaking down barriers and overcoming resistance. Now, with the New Year, […]
Last week, I introduced the concept of Appreciative Inquiry, and explained that it is a technique of change management which focuses on identifying the positive rather than the negative aspects of change. Today, we will look at the practicalities of implementing AI and how organisations can use it to change for the better. Asking the […]
I have discussed a number of different approaches to change management over the past few weeks. Today, I want to talk about an approach that to a certain extent turns traditional change management on its head. Appreciative Inquiry (AI) is nothing complicated. In fact, it is as much a mindset as a management strategy. The […]
Over recent weeks, I have spent some time talking about gestalt psychology and its role in change management. One of the key lessons from the discussion was that humans have an instinctive and psychological aversion to anything that is perceived as “not right” or out of kilter. When changing times impact daily routine, some teams can […]
Last week, I discussed the concept of gestalt psychology and how it relates to change management from something of a theoretical perspective. With the theory in place, what I would like to do in this post is get down to some Gestalt techniques that can help you facilitate change in the corporate environment. Framing This […]
If you are involved in any kind of change management within your organisation, gestalt change management may be an approach you have stumbled across at one time or another. Gestalt theory suggests that as humans, we are constantly trying to create order and restore balance when something seems off-kilter. At its root, this stems from […]
If you try to cross the bridge without moving the obstacles out of the way and press ahead anyway, there is a greater chance of falling. Being unwilling to deal with conflict and failing to engage in difficult conversations is the quickest route to failure. There are obvious reasons for not wanting to be involved […]
Let’s unpack that crocodile-soothing intervention of President Roosevelt that I described last time and relate it back to organisational change. Roosevelt, of course, had no knowledge of the powerful role of the amygdala in human fear responses. However, as a polio survivor, he did know a great deal about fear and how to overcome it. […]