Create Organizational Change by Encouraging Deviance

organizational change celebrate deviance

One of the most powerful organizational change methods does not require much support from management—in fact, it could even be hindered by a management mandate. This occurs because often seemingly insignificant changes in behavior can profoundly affect organizational performance. Yet Read More …

Quick Guide to Survey Design for Organizational Change

Surveys, interviews, and questionnaires are important tools for gathering feedback from stakeholders during organizational change. An organizational change plan always involves some form of stakeholder analysis or research, so asking good questions is critical. As a result, I get asked Read More …

Guidelines for Strengthening Your Change Plan

Frequently, the intention to change and organizational inertia clash so that nothing ends up actually changing. Smart people spend a lot of time coming up with the change, but comparatively little time on the change plan, which so often involves Read More …

Managing Change by Changing the Conversation

I’ve always liked Peter Block’s statement, “To change the organization, change the conversation.” Creating organizational change is largely about organizing the right conversations between the right people—that’s how relationships and ways of working together are altered. Deepening that notion, I Read More …