Share What You Know – It’s Part of Leading Change
These days leaders are on the hook to be more transparent — because in many ways they don’t have a choice. The best advice, then: be intentional about how you are being transparent.
These days leaders are on the hook to be more transparent — because in many ways they don’t have a choice. The best advice, then: be intentional about how you are being transparent.
Feedback about a new approach isn’t always resistance — but resistance is always feedback.
Modernization can be a game-changer for government, but there are unique challenges in the public sector. Here’s how one innovator manages the change.
One of the most powerful and inexpensive ways to mitigate resistance to change is by getting stakeholder input early on, and often. Listen to people who will be most affected.
Effective change leaders look up often and share what they see “out there” with their teams to inspire a culture of insight and innovation.
Change can be difficult for leaders at all levels to discuss with their teams. What helps? Clear, honest conversations about what will happen, why, who the change affects, and how.
What’s consistently proven to be untrue? That to create change in an organization, leaders must “get buy-in” and “overcome resistance” in order to “drive adoption.”
We can’t always plan for change when a crisis occurs. A crisis acts a motivator, and we look for ways to promote the change forward.
Change resilience is the ability to adapt to new circumstances, to bounce back from adversities or setbacks in new environments. Here are strategies to make government employees more change resilient.
Sometimes what’s intended to improve productivity slows things down instead. Here’s how to avoid those mistakes and make changes that really help.