You have been promoted to a new change management position. You’re not sure of how you are going to meet the challenges ahead. All you know is that all eyes are on you and you only have a short time to get your strategies in place and operational. The actions you take will largely determine whether you succeed or fail. You will either move Change Management support forward or lose this opportunity to show its longer term value and yours.
Neuroscience articles are becoming common when looking for new changes in organization change management methods. These articles shed new light on how organizational change strategy and the approaches being use may need to be modified. Some current change management methods may be causing more harm than good during change efforts. Learning about neuroscience will shed a new reality on change challenges and change management practices used today.
Your kickoff meeting is scheduled and you have carefully put together your change management communication strategy and plan. You have spoken to the CEO and he is happy to speak at the kickoff and has given you his commitment to provide ongoing support. You have been diligent, meeting with him several times to go over the key points that you would like included in his messages. You have even begun to have informal discussions on the CM strategy and plan with key impacted stakeholders, and are gaining their support. This all sounds great doesn’t it? So why are you, getting resistance from your mid-level managers every time you speak with them?
Is Your Change Management Program Impacted by Change Saturation? Your Change Management program is in place and communications are going out regularly, but you find your associates disengaged, confused and very skeptical of the upcoming change. You talk regularly with your team and other associates, but you feel like you’re dealing with a disproportionate emotional reaction to each change-related communication that goes out. Do these situations sound familiar? If your Change Management initiative contains all the key components for success and you have been diligent with its implementation but still find the people within the organization unresponsive, you could be dealing with change saturation.
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