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 By Gina Abudi, on August 21st, 2019 It matters to ensure support and adoption When change is launched in an organization, there is an expectation among senior leadership that it will be successful. Sometimes this assumption is made because the change appears to be minor and “not a big deal.” Other times this assumption is made because senior leadership understands why the […] By Gina Abudi, on February 13th, 2019 When an organization is about to launch a change initiative, it is wise to engage employees in conversations about that change. Sharing information – such as why the change has to happen and the future vision of the organization after the change is implemented – enables employees to begin to adapt to the change that […] By Gina Abudi, on January 23rd, 2019 Increase your chances of engaging a broader group of stakeholders When leadership plans ahead before introducing change within the organization, they are more likely to engage a broader group of stakeholders in that change. When a broader group of stakeholders is engaged, there is an increased likelihood of the change being successfully adopted within the […] By Gina Abudi, on November 25th, 2015 There are many barriers to implementing change – both for the organization and the individual. Examples of barriers to implementing change are: Organizational barriers Individual barriers Past change initiatives that went poorly or failed Lack of engaging of employees Lack of sufficient communications/ failure to communicate effectively Lack of executive support for change Too […] By Gina Abudi, on July 30th, 2015 Change savvy organizations recognize that change is a natural part of the organization and that it must be managed. They understand that change management is a competency and ensure that individual contributors up to the leadership team have that competency in order for change to be successful. They also understand that change is difficult – […] |
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