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I was reading an article in the Times today about our response to ‘expert’ advice and how it tends to cause us to switch off our brains and surrender our power. I found it sufficiently provoking that it triggered my blog today. We are currently in unchartered economic and political waters and we need to […][...] read more » Experts and Questions

I would argue that Change, as a process never fails, because things always change. It is more accurate to say that we fail to get the results we wanted, or needed or anticipated. Change is a subtle, natural force and it can’t be turned on and off, it has to be harnessed. If we think […][...] read more » What HR Can Do To Give Change a Chance

Having been brought up in a family with a father who had been in the army (like many others of my generation) and having started work in traditional British companies I always thought that leadership was something that naturally conferred by position. In other words, I made the mistake of assuming that Boss = Leader. […][...] read more » Leadership Change and Communication

Or a Quick Guide To Understanding Resistance and Moving Forward It is very easy for managers and bosses to characterise the failure of their plans for change as being down to the resistance of truculent and short-sighted workers, after all resistance is a well known phenomenon and credible excuse for nothing changing… “It’s all their […][...] read more » Deflating Resistance to Change

David Maister, author, ex Harvard Business Professor and professional firm guru, clearly laid down the challenge to professional service firms such as accountants and lawyers in his book “True Professionalism” (which is now over 10 years old!) He is frequently invited to address gatherings of professionals to speak about how he sees the market place […][...] read more » The Change Challenge for Professional Firms

The twin keys to successful change strategies are empathy and communication. Remember that change is all about people. If you can truly put yourself in the position of your audience and do all the things that you would need to feel confident and comfortable with the change then you won’t go far wrong! Remember that […][...] read more » 5 Steps to Successful Change

I would argue that Change, as a process never fails, because things always change. It is more accurate to say that we fail to get the results we wanted, or needed or anticipated. Change is a subtle, natural force and it can’t be turned on and off, it has to be harnessed. If we think […][...] read more » Why Change Fails

Or are you a Dinosaur or an Eagle (or even a Dodo!)? I was listening to a talk the other day about Mutation & Evolution. It is possible, that like me, you have not paused to consider the link between these two key processes. Mutation is the result of flaws in a cell’s capability to […][...] read more » Mutation and Evolution

It is a first principle of Change Management that people will act in what they perceive as being their best interests. This principle is simple to grasp but hard to apply because each individual has a different concept of what is in his / her best interests:- Are they more focussed on Long Term or […][...] read more » You Get the Results You Reward

I would argue that Change, as a process never fails, because things always change. It is more accurate to say that we fail to get the results we wanted, or needed or anticipated. Change is a subtle, natural force and it can’t be turned on and off, it has to be harnessed. If we think […][...] read more » What HR Can Do To Give Change a Chance