Session Overview

Accelerated change demands more of everyone. Accelerated change failure creates cultural toxicity. Toxicity is the result of the Fear, Uncertainty and Doubt (FUD) of past downsizing and directives to do more for less. Where people are cynical about change, pessimism sets in, and failure is assured.

Our Survey Contributors recognize change resistance is natural, but you don’t need to make it that difficult as long as you do some things profoundly well. This seminar helps leaders separate the symptoms of change resistance from the stressors that causes it.Accelerated change demands more of everyone. Accelerated change failure creates cultural toxicity. Toxicity comes from the Fear, Uncertainty and Doubt (FUD) of past downsizing and directives to do more for less. Where people are cynical about change, pessimism sets in, and failure is assured.

We find that leaders find it valuable to recognize the causes of Change Resistance and how it helps them develop more effective ways of reducing it. The top reasons (90%+) are fear of the unknown, failure, poor communication and not seeing change is any better than the status quo. Our contributors say that, if leaders create clear and consistent frameworks, you help most people make informed decision about committing to a change or not.

Here’s what they are saying:

Clear Direction: Leaders clarify their change’s What, Why, How and WIIFMs
Align Expectations: Between leaders and people
Develop Accountabilities: by developing the rewards and consequences that make sure expectations of both leaders and their people are met.

Key topics

Managing Change Stress & Resistance:

Introduce tools for participants to look at ways of reducing employee stress to better manage change resistance
Leadership challenges and the impact leaders’ inconsistency and how it fuels people’s natural resistance to change.
Developing more consistent communication focusing people on the Why and What of Change.
Establishing a change accountability culture