estherderbyIn many organizations—maybe most—telling your boss his baby is ugly is a career limiting move.
Read more 👉 https://lttr.ai/Ao9D8
#TheFingerprintPrinciple #LeadingChange #InviteCollaboration
Make it easy for people to get their fingerprints on a change.
Read more 👉 https://lttr.ai/AnrBY
#TheFingerprintPrinciple #LeadingChange #InviteCollaboration
Harald Schirmer#KI Nutzerakzeptanz:
- ich verstehe es nicht
- ich kann es nicht
- ich vertraue dem nicht
- ich will es nicht
#LeadingChange … ich hab da was im Angebot - Transformation für Organisationen - #ChangeAgent Netzwerke sind auch hier eine großartige Lösung, skalierbar #Kompetenz und #Akzeptanz aufzubauen
BarbChamberlainNew on my bike blog, a piece based partly on serving in the Idaho legislature many years ago, partly on heading an advocacy nonprofit, partly on being a state employee. Actions You Can Take for Active Transportation: Contacting State Legislators https://bikestylelife.com/2025/01/03/actions-you-can-take-for-active-transportation-contacting-state-legislators/.
#advocacy #activism #legislature #WALeg #transportation #YourVoiceMatters #LeadingChange #TakeAction
"Change the story and you change perception; change perception and you change the world." -- Jean Houston
#story #change #perception #LeadingChange #PowerOfStory #WordsMatter
@ParticipationRocks @ewingo13 es geht auch anders - bei @continental haben wir es über Netzwerke (4500 direkt aktiv Beteiligte) sehr #Transparent mit einer transformierten #Kommunikation #LeadingChange #SocialSupport und #NewLearning sehr erfolgreich umgesetzt
https://harald-schirmer.de/2019/04/19/the-video-new-work-style-story/
pedrocustodioOrganizational Transformation Is an Emotional Journey - in order to be successful, leaders must approach it in ways designed to mitigate emotional harm to - and drive emotional commitment from - employees! #leadingChange #changemanagement
https://hbr.org/2022/07/organizational-transformation-is-an-emotional-journey
Organizational Transformation Is an Emotional Journey
It’s not news that organizational transformations are prone to failure. To understand the skills, mindsets, and capabilities behind successful transformations in today’s dynamic environment, EY and Oxford University formed a research collaboration to investigate what it takes to lead a successful transformation. One of the authors’ most important findings is that, in order for transformation to be successful, leaders must approach it in ways designed to mitigate emotional harm to — and drive emotional commitment from — employees. The workforce bears the brunt of failed transformations, and the emotional damage can be substantial as employees lose confidence in leaders and become skeptical of further attempts at transformation. Drawn from their research, the authors present seven ways for leaders to set their transformations up for success by prioritizing their employees’— and their own — emotions.