Adapting to and adopting change is difficult. One may have to understand new concepts, processes, and systems. It requires additional effort and sacrifice. So, why will our employees be willing to support the change? There must be good reasons for this. As sponsors...

In the last post, we covered how we confuse organisational change management (OCM) with change marketing. Change marketing typically involves broadcasting your messages multiple times using different mediums, hoping the message will resonate over time. We often call...

During project execution, we send stakeholders many messages about the change. We use many mediums (email, print) to present our information. We consider publishing forthcoming changes and providing support (training, a cheat sheet) as change management. These...

As change managers, we must learn from school teachers, team coaches, and professional mentors. They facilitate change in the lives of their pupils daily. Think of how great teachers, coaches, and mentors have shaped and transformed the lives of many great men. I am...

If the change is constant, then we must have a plan to manage it! However, we do not carry any formal plans all the time. For example, we are maturing and growing old, and our priorities and lifestyles are changing. Without noticing, we must be constantly changing. We...