Appreciative Inquiry: A Positive Approach to Change
Appreciative Inquiry is an approach to organizational change that focuses on strengths rather than on weaknesses. It builds on what’s working rather than getting stuck into what’s broken. Appreciative inquiry increases participation and engagement.
Invite and Unite: How to Accelerate Organizational Change
Goodbye coercion, hello participation “In governing, don’t try to control. In work, do what you enjoy. In family life, be completely present.” –Lao Tsu People don’t resist change; they resist being changed by others. That’s why most…
From FEAR to DARE: How to Improve Your Change Fitness
People are not born more open (or not) to change. That’s a wrong assumption most of us make — we think others resist change on purpose. Your change-fitness can be developed. Mental states are fluid. We can all…
What Resistance to Change Reveals about Your Organization
All too often leaders have to deal with resistance and want to fight it. But resistance is a signal, it’s a necessary force of change. Deal with it.
Autonomy Is the Best Way to Reward Your Team
Autonomy is the biggest reward people wish for. They want to have options – to feel that they manage their own actions. Autonomy is not total independence, but the best way to promote accountability.
Feedback Should Be a Gift for Your Team, Not Torture
Feedback should be a gift for your team. It should surprise them but for the right reasons. Feedback should be a welcomed gift that helps people grow. How to avoid turning it into torture.
This Is the Reason Why People Resist Change
Empathy, an undervalued asset for driving change We fear change because we can’t anticipate the outcome. As Lao Tzu said, “If you do not change your direction, you may end up where you are going.” An…