The Myth of Employee Engagement: Is This Really the Path to Change and Innovation?

by Paula Alsher on Thu, Mar 24, 2016 @ 01:16 PM

There is a huge amount of investment being made in assessing and building employee engagement. It is a widespread belief that an “engaged” workforce is a necessary component of long-term organizational success. But what does an engaged employee really look like, and is that truly desirable behavior?  How do so-called engaged employees help to build innovation and other transformational changes

Change Agents: Put Manage Resistance to Change on Your Daily “To Do” List

by Paula Alsher on Thu, Nov 05, 2015 @ 10:39 AM

Let’s face it...if you are attempting to implement change, whether it is transformational in scope or a minor procedural adjustment, resistance is going to happen. It’s inevitable...someone somewhere is going to let it be known they don’t like what’s happening.

Stuck in the Middle?  The Challenge of Change and Middle Managers

by Paula Alsher on Thu, Sep 03, 2015 @ 10:32 AM

One of the key principles in the Accelerating Implementation Methodology (AIM) is, “You can expect the most resistance from those people who have the greatest vested interest in keeping things the same.”  More often than not, these people are your middle to upper level managers.  The reasoning is quite simple; Senior Managers, Directors and VP’s were hired, and are successful at their jobs, because they fit into the organization’s current culture. So what is their motivation to change their own behavior? 

Got Resistance? Don Harrison Answers Your Questions on Resistance to Change

by Paula Alsher on Thu, Aug 06, 2015 @ 11:57 AM

One of the most frustrating aspects of implementing change projects is that there is always resistance! IMA recently asked Don Harrison to answer the five common questions we get about what clients can do to better handle resistance to change. Don is the principal designer of the Accelerating Implementation Methodology (AIM) and has 35 years of experience consulting to senior executives at multi-national corporations, entrepreneurial ventures and government agencies around the world. He’s seen all kinds of resistance in his own change management consulting work. 

How to Handle Resistance to Change

by Paula Alsher on Thu, May 28, 2015 @ 12:04 PM

Let’s take a quick poll--it’s just one question. Say “me” if you like change. Do you hear the same crickets we do? In our 30+ years of change management consulting we’ve come to a very serious conclusion. The only person who likes change is possibly...a wet baby! 

Managing Change in the Workplace: 5 Essential Questions to Ask

by Paula Alsher on Fri, May 08, 2015 @ 09:06 AM

Most organizational change fails to deliver the intended value realization. Don’t believe us? Just take a look at a few of these statistics: 

 

Change Readiness or Change Resistance? Where Are You?

by Paula Alsher on Thu, Mar 26, 2015 @ 11:33 AM

In any given organizational change, you have two options: You can either invest in readiness now, or spend your resources managing resistance later. There is no other alternative, and there isn’t a “no payment” option that we have seen in our 30 years of change management consulting.  

5 Shocking Truths about Resistance to Change

by Paula Alsher on Thu, Feb 12, 2015 @ 11:00 AM

Resistance to change is a natural part of the transformation process. But, yet, so often leadership is taken by surprise when they become aware of it.   Over the years, we’ve witnessed many “ah ha” moments from our change management consulting clients regarding the resistance they’ve experienced within their own organizations. 

Transformational Change: Can You Ignore Resistance?

by Paula Alsher on Thu, Feb 20, 2014 @ 09:00 AM

So many organizations are investing in some level of business transformation--healthcare transformation, HR transformation, IT transformation, one company solutions.  These are complex changes that have many moving parts, just from the technical implementation perspective.  

Managing Resistance to Change: A Model Managers Can Use Now

by Paula Alsher on Sat, Sep 07, 2013 @ 10:21 AM

For managers, managing resistance to change is more than a theoretical discussion. It can be an almost daily "to do."  New processes, new policies, new systems-- it just never ends. But what if you had a model you could follow that actually works?  And even better, the model helps your organization move the change, level-by-level, business unit-by-business unit through your organization.