Adapting to unsolicited change
We are subjected to change more often than we trigger it, which can cause a significant psychological burden. What process can we adopt to handle the feeling of loss that inevitably accompanies change?
Among all the factors that contribute to the success or failure of transformation initiatives, the attitude of staff towards change is absolutely decisive. How can you convince them to engage in the effort towards transformation?
Neuroscience and change
Our brain likes habits. To the extent of being opposed to any change? In reality, neuroscience demonstrates that we can adapt our practices in change management to the functioning of our brain.
Take responsibility for change
To make things change, we have a lot more leeway than we think. How can we take responsibility for creating the changes we want to see implemented?
Change management: The new deal
Nowadays, change no longer consists in moving organizations from a stable starting point to a stable target point. How can we revisit change management best practices to take into account this reality?
Integrate the human factor to improve project management
The reason why so many projects fail lies less in disciplined project management than in the irrational dimension that influences day-to-day action. How can we integrate this human factor?
Rally the entire workforce for effective change management
What is the secret of the exemplary success of some (too few) transformation programs? Discover how to rally the energies of the whole workforce in order to manage change effectively.
Harness the power of habit to manage change successfully
Many change projects fail because people return to their former behavioral patterns. Yet this is not inevitable: how can one use habit as a supportive—rather than obstructive—change management driver?
Lead projects successfully despite opposition
What could be more painful than the emergence of strong opposition to a project? Your attitude towards opposition is decisive. How can you respect your active opponents without neglecting your allies or the silent majority?
Grasp the invisible dynamics of the organization
Organizations often have a life of their own, whatever the efforts of their leaders to control it. How can you decode organizational dynamics to better influence them?
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