Leading change
Leading change is just leadership. Or is it?
Organisations are constantly changing. There are constant changes in the surrounding world, which affect the organisation to a greater or lesser degree. And the people of the organisation are also constantly changing, both individually and in the constellations they are part of.
Therefore it does not really make sense to talk about "change leadership". Because any kind of leadership in modern companies is change leadership. As the saying goes: "The only constant is change."
And then again. Because we know very well that organisations have concrete, time-bound change projects. For example, it could be introducing a new project management tool, a new feedback model, a new HR system etc. That kind of change requires behavioural and cultural changes. And we are really good at helping with that.
Few fact and many myths
Morten Münster, who knows a great deal about change, has been very good at trying to dispel some of the myths about change - for example, that it is nonsense that 80% of all change projects fails. Of course they don't. If they did, no new IT systems would be ever be introduced but they are.
What is difficult is that we can change workflows, values, offices, procedures, strategies, but we cannot change people. The best we can hope for is that they will want to be part of the new.
Are you on board? Or are you moving on?
So we can make the leadership decision to change something. And we can invite our employees along. And we can tell and listen and encourage. But we also need to start the ball rolling. Once we have talked and listened and had professional conflicts about the change, we must demand commitment. You should actually do this as a leader.
We have good set of tools to help you structure the change and the conversation about it, and have lots of experience with change projects, both as managers and as consultants.
Shall we help you with your next change project?
Coaching
New perspective and a clear path so you can make a feasible action plan
Workshops
Our approach to workshops is that there must be action followed by implementation and delegation of responsibilities.
Talks
Inspirational talks, new perspectives, mindset & collaboration
Let’s build something strong together
Our experience is that working with 3 Push gives the best results & greatest success with implementation. That means we commit to a minimum of 3 sessions/workshops together. Then we do not waste your money and our time