Most of the organisations I work with are big into professional and formal communication. Don’t get me wrong, I’m not suggesting adopting twitter abbreviations or saying “Gday mate” at the end of the email. There is a middle ground

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How do you make sure your stakeholders are really on board with what you are proposing, not just making the right noises?

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This week in my Bikram Yoga class (Yoga in a room heated to 40 degrees for those who haven’t had the pleasure…) the teacher said two things that made me think about the parallels between organisational change and the changes coming from yoga.
Firstly she said:
In yoga, the changes are slow and deep. You may notice [...]

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During any change initiative there are two processes at work – the process the organisation is going through, and the process each individual will go through
At any time a leader should be able to ascertain where their team members are in terms of stages of their personal change, and the stage the organisation is at [...]

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Making a change is easy. Working through the transition is the hard part.

We can distinguish the change itself from transition required to make the change effective and embed it:

The change itself is the day the new activity commences or the change event takes place.
Transition encompasses all the people, process, system and customer impacts that need [...]

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