Most of you have heard or read about them: high-performing teams. An elusive and somewhat incomprehensible term that is often misunderstood. The name even sounds intriguing, doesn’t it? But what is a high-performing team? What defines its success? And why does it matter CHROs or business leaders?
A top-down approach to change causes many unwanted things. Things like resistance, lack of trust, and disengagement. People resist when they don’t feel heard or included. This can derail even the best of plans.
But what if we flip the script? What if we didn’t force change, but embraced it instead?
When change is people-centric, resistance turns into resilience. Want to know how?
Go on a journey through change management, along with some real-world examples and the pitfalls you have to avoid if you want to lead your teams through successful transformation.
As leaders driving change, we often encounter a wall of objections that can derail even the most well-thought-out plans. But what if these very objections could be the key to your strategy’s success?
Can you honestly say your transformation is successful? Can you prove it with data that directly ties to your purpose and strategy? Lets check why so many transformations fail.
Everything seems to be going smoothly, and then suddenly, an employee who was previously enthusiastic starts exhibiting resistance or negative behavior. Sound familiar?
Lately there is one concept that has gained quite some traction and that is the concept of establishing a Governance of Trust. Based on principles such as transparency, accountability, and mutual respect, it ensures your organisation to operate more fluidly so it can adapt more effectively to upcoming challenges.
Role modelling is a fundamental aspect of effective leadership. It encompasses the concept that leaders have to embody themselves the behaviours, values, and attitudes they wish to see in their organisation.
Empowerment has to do with delegating, participating, autonomy, responsibility and having a choice. Whereas power is mostly relating to a person, organisation or country that has control over others. There also lies the complexity in the matter.
What happens when a change is announced? Your instinctive response-based System 1 has 3 possible outcomes: Fight, Flight or Freeze. While System 2 is based on rational thinking. So how do these systems compete? Lets’ find out.
