People change. Organizations, too!
- The problem with change
- Nearly 70-90% of change initiated by organizations or by individuals fails because:
- We view change as risky and threatening and therefore choose to avoid or postpone it at all cost
- We are often not equipped to make change happen
- We lack the inner capabilities to sustain change and are likely to revert to old familiar habits
- We often do not “walk the talk” and may not engage in change wholeheartedly
- The benefits of change for organizations.
- Engaged employees, unique value to customers, and a healthier bottom line.
- How?
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- By overcoming employee resistance and fully engaging them in any change initiative
- By embracing change to facilitate ongoing creativity and innovation
- By effectively managing and sustaining change to reduce inefficiencies and costly implementation delays in times of change
- The benefits of change for individuals.
- Personal growth and career advancement, greater confidence, freedom.
- How?
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- By living the life you really want (dream fulfillment)
- By embracing change as a means for growth and development
- By mastering any change with confidence and serenity
- By eliminating bad habits that are holding you back from reaching your goals
- The benefits of change for everyone.
- Moving forward is always an option; moving backward is not.
- Why?
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- Change is not only good, it’s necessary—there is no such thing as status quo; if you are not moving forward, you are falling backward.
- Everything is impermanent—change will happen whether you like it or not, so you can either fight it or ride it.
- Overcoming resistance to change begins by understanding the psychology of change—how people view change and transition through it (Most organizations spend hours focusing on the operational and strategic aspects of change and very little time on the people side of change – hence the high failure rate!)
- There are psychologically based principles and strategies that you can learn, apply and practice to effectively manage change, even thrive on it. Your change “DNA” can be summed up as D.A.R.E. – Desire to change; Ability to change; Internal Resources (character) to commit to the change; and the Energy (action) expanded in making the change happen.
- Change requires sustained action—it requires resolve to overcome the initial high levels of pain/losses and much delayed pleasure and gains (i.e. the benefits of change are rarely felt in the beginning phase, which would explain the high rate
- Change and transformation are noble pursuits in reaching one’s full potential (whether as an organization or as an individual).
- Anything worth achieving requires change, or often, even a transformation.
- How I can help you Become What You Must
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I deliver inspiring, informative and engaging keynotes and training seminars to individuals and organizations on change-related insights and strategies that inspire change and transformation so that organizations and individuals alike can become what they must—in other words, achieve their full potential.
Throughout my inspiriting yet practical keynotes, seminars or workshops, I will help you INITIATE change, COPE with change, and LEAD change.
I do this by combining over 30 years of hands-on business and leadership experience, with my knowledge of psychology and individual and group behaviours in times of change, and with my accreditations as a change practitioner (World-renowned William Bridges and PROSCI change models).
I also have my own transformational model called D.A.R.E, which sheds light on the four psychological and behavioural change drivers, which I have been using in my practice to identify where people get stuck on the change journey and how to help them get unstuck!