Chameleon or Badger? Adapting to Change
When it comes to change, we’re all a bit chameleon and a bit badger: Some of us embrace change and others resist it. But the healthiest strategy is to balance the two approaches. Here are tips on doing that.
When it comes to change, we’re all a bit chameleon and a bit badger: Some of us embrace change and others resist it. But the healthiest strategy is to balance the two approaches. Here are tips on doing that.
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.”
Sometimes what’s intended to improve productivity slows things down instead. Here’s how to avoid those mistakes and make changes that really help.
To be successful, any modernization project must address not just the technology but the processes and people.
When Pittsburg failed to get certification from Bloomberg Philanthropies’ What Works Cities Certification Program, the city dusted itself off and worked hard to change its entire data mindset. Here’s how they did it.