Відео

Have you ever had a facial expression or body language misinterpreted?

Here are three steps for using the four words technique to create or guide your New Year’s resolutions for 2025. 1. Allocate some time to reflect. Ask, What does your life look and feel like on December 31, 2025? Be clear, concrete, and concise. Write down your responses. This is your intended outcome. 2. Work backwards from your outcome. Keeping your outcome in mind, ask, what activities, behaviours or other aspects of my life are different in the outcome I envision from where I am today? 3. Choose four words that best represent, for you, your intended outcome. Write them down and keep them somewhere you can see them.

Have you, or have you heard an experienced employee say something like, “We tried that before, and it didn’t work,” or some variation of that statement?

What is one action you have seen or taken that demonstrated you were trusted?

What routines and patterns you do without even thinking?

Download ⬇️ The Do's and Don'ts of Launching a Sustainable Organizational Change 🔗 mailchi.mp/thinktransition/handout

What small shift can you make in your environment to support the desired activity?

What has been your experience with resistance? Are you trying to manage resistance to change and feeling like it’s your biggest barrier?

How curious are you on a scale of 1-10, with one being not curious at all and 10 being "I am constantly asking questions to explore a situation from a different perspective."

When I coach new leaders who are excited to make changes quickly to an established department or organization, we explore three questions: 1. How do you know (not think you know) the change you are proposing is needed and will address the problem? 2. What is your timeline for adoption? 3. What do you know (not assume or think you know) about the organization’s capacity and people’s level of readiness in the organization or department? Set yourself up for success by reflecting on, and answering these three questions.

What does it mean to you to balance change with stability?

What does trust mean to you?

Are you trying to use a project plan for guiding your change initiatives? What is one action you can take to create and use a transition plan?

Here are three questions for you to reflect upon to help you view the change from the perspective of the change recipients: 1. What does the change look and feel like for those that must make the transition? 2. What is the level of discomfort they may need to experience and navigate while making that transition? 3. What level of support will be needed to move through that transition, and what can you do as a leader to minimize the discomfort?

What does it mean to you to practice flexibility when enabling change?

Which word do you need to focus on to achieve healthier more sustainable change in your organization?

What changes have you consciously made in your life? Take a moment and share some of those in the comments.

Would you like to see a video about how to use the Law of Change to prepare your people for an upcoming organizational change?