‘Overcoming’ or ‘managing’ resistance can be a problem as it inherently implies conflict. Working intelligently with resistance shows people how to collaborate with and influence others more positively and become better colleagues, managers and leaders.
Large scale organisational change often fails to deliver the economic or cultural improvements promised. This blog examines the issues and how a viral change approach strategically prioritises behaviours to deliver a different outcome.
Among the science on how personal risk impacts behaviour change in psychology is the view that its likelihood of happening is a combination of intention, attitude and environmental factors, such as the prevailing social norms that govern whether we stand to gain or...
As a social species, we crave connection. So, for us, friendships at work matter. This is a well-known origin story about us humans that stems from our evolutionary need to cooperate in order to survive. When we achieve this successfully, we recognise it through the...
What’s The Difference Between Transition and Change? As it turns out, a great deal – although they may seem similar. Let me talk you through the distinction between the two, and explain how knowing and acting on this important knowledge could be the key to unlocking a...
Why do we resist change? Organisations, whilst theoretically wrapped around processes and structures, are about people. And people can be a bit wobbly around the edges. In other words, they know what they like, and they like what they know. In my role as a leadership...