CHANGE TALK

Your organization has a shadow – whether you want it or not. That shadow is always there; it is part of a natural process. However, the shadow is most likely to interfere with your ambitions and strategies during phases of organizational change, and often in unexpected ways.

In an increasingly volatile work environment, businesses are more predisposed to change than ever. Not only has the necessity for change increased, but there is also a new understanding of the nature of what needs to be changed.

In a study released by Gilbert and Bower, the authors extrapolate that when companies face major disruptions in their markets, the way their managers perceive that disruption influences a company’s response profoundly.

On June 24, 2015, Erika Jacobi, Head Change and Innovation Consultant at LC GLOBAL Consulting Inc, was a guest on the VoiceAmerica™ Empowerment Channel.

An African proverb suggests: If you want a different dance, change the music. In other words: To see different moves and different actions, find the factors that drive the behavior and alter them.

The way we do business has dramatically changed in the past 30 years: We work in decreasingly hierarchical workplaces; we often interact in flexibly changing work-groups, projects, or team settings; we overly rely on technology;

When launching a new product, seeing a change process through, or simply trying to achieve a new goal, where the rubber hits the road is whether you can inspire new behavior in yourself and others – or not.

Self-awareness is a cornerstone of leadership success. No leader is equally strong in all areas, and characteristics that were strengths yesterday may actually impede progress tomorrow.

At time when change is frequently considered the norm, the majority of literature and blogs seem to focus on how to facilitate organizational or personal change. The sheer number of such contributions seems to infer that change is easy — as if there was a method or a mindset that would fully guarantee success regardless of the circumstances.

Every day we read articles that claim that a company's culture can be systematically and predictably changed. Along the same lines, companies voice