So while no change can be guaranteed, these interventions need to be as “fail-safe” as possible. That’s because they affect the entire organization and are painful to reverse. Some changes, like reorgs, mergers, and leadership transitions, companies need to get mostly right the first try.Different methods for different types of change: Generally, change within organizations happens in two ways:.In our process, when communication efforts do kick in, it’s to tell the story of teams who are making change-not idolizing change itself. Just as a smoking cessation patch beats a scary PSA in helping folks actually quit smoking, creating a safe environment where teams can try new behaviors together works better to produce change than any comms plan or sizzle reel. Yet so many change models obsess over comms plans and catch-phrases, desperate to persuade people into changing. A behavior-first approach: Decades of social science tell us that behaviors change attitudes, not the other way around.So we embraced our role as coaches in their process, helping teams troubleshoot blockers and stay on track, rather than trying to prove just how smart we were. Teams who designed their own change had greater motivation and resisted loss less.
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