The Change Gap

The tension between the current-desired state: when collective and individual agendas collide.

Mind the 'Change Gap:' the divide that's slowing your organization down.

 

70% of change initiatives fail. Source: McKinsey

 

The same-old change management approach is clearly not working.

START BY REVISITING YOUR ASSUMPTIONS ABOUT 'CHANGE':

1. Change cannot be managed: People are out of your control. Change is a personal decision.

2. People are not objective: Both employees and leaders operate driven by emotions and beliefs. And, most of the times, they collide.

3. Level set the starting point: Not everyone starts from the same place or at the same time.

4. Change requires new mindsets: The adoption of new systems or process is anything but functional.

5. Making adjustments goes both ways: A top-down approach must be replaced by a more collaborative one where employees’ input creates adjustments across iterations.

6. New doesn't always mean better: What seems better for a leader might not feel the same for the employees. Are you addressing your team's "what's in it for me?"

The Change Gap Canvas

This tool will help you assess and understand the gap between your current and desired state.

The 'Change Gap Canvas' is not just descriptive but analytical. It provides a deep understanding of the behaviors and mindset that are slowing down your team.

This is an action-driven tool. It drives alignment, collaboration, and new behaviors to ignite and accelerate change.

What Makes Us Unique?

A human-centered approach to behavior change:

1. PERSONAL GROWTH

We bring a personal development approach to the workplace.

Organizations don't change, people do. Change is a byproduct of deep personal behavior change.

 

2. HUMAN-CENTERED

We apply a human-centered method to driving change.

We utilize the principles of empathy research to reframe the change-driven problems through the eyes of the 'user.'

3. STRETCH FOR CHANGE

Change openness is the result of preparation.

You cannot turn a risk-averse culture into an innovative one overnight. Prepare the culture before your launch.

4. BUILD CAPACITY

We equip people to outsmart us, not to depend on us.

Like a sports coach, we prepare and challenge people so that they can play at their best. On their own terms.

5. DRIVE ADVOCACY

We prioritize depth of adoption versus breadth.

Start one team at a time. If you change a team, you can change the entire organization.

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