How To Help Your Employees Embrace Change

Change is inevitable. Change is good.  Help your employees and team learn to embrace change.

Here are some solid insights from Dr. Rodger Dean Duncan's (Liberty, Missouri) book, Change-friendly Leadership -- How to Transform Good Intentions into  Great Performance:

• The kind of behavior change that results in lasting (sustainable) change must accommodate people's feelings--feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.
• It's often the stress that people resist, not the change itself.
• Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights (Pauline R. Kezer).
• A transformational leader focuses primarily on initiating and "managing" change.  He/she influences people to improve, to stretch, and to redefine what's possible.
• It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change (Charles Darwin).
• Nobody can go back and start a new beginning, but anyone can start today and make a new ending.

How To Be A Change Leader

The Art of Change Leadership demystifies the psychology behind our reactions to change and offers a powerful collection of tools to inspire individual and collective transformation quickly and more effectively, explains author of the book, Cheryl Cran.

The book teaches you how to:

• Leverage your current technical knowledge to increase the rate of innovation.
• Use the cycle of change to foresee and handle change-related issues affecting yourself, others, and business.
• Raise your emotional intelligence to match your IQ.
• Guide "change" initiatives with repeatable success by using the reliable three-step change model.

Cran also explains the differences between a Change Manager and a Change Leader.

For example:

• A Change Manager creates a plan, directs projects and people to achieve a goal. In contrast, a Change Leader sets the compelling vision; tells a story that includes the hero's journey for each person involved.

In addition, a Change Leader does the following:

• Provides a project timeline while creating celebration milestones.
• Connects personally with individuals to "onboard" them to the changes and provides the framework for how the changes will happen.
• Courageously leads the changes without falter while being open and honest about his or her own fears and challenges along the change journey.
• Constantly looks to provide added value to the team members by customizing feedback, providing resources and support.
• Welcomes disruptions and leverages them into new creative solution opportunities for self and for the team.
• Willingly shares power with others with a depth of confidence and without having the need to protect ego or CYA.
• Sees the role of a change leader as a facilitator of intelligence and not as the keeper of all knowledge and power.

Cran is the CEO of Evolutionary Business Solutions, Inc.

Embrace Change To Grow

Change is inevitable. Change is good.  Help your employees and team learn to embrace change.

Here are some solid insights from Dr. Rodger Dean Duncan's (Liberty, Missouri) book, Change-friendly Leadership -- How to Transform Good Intentions into  Great Performance:

• The kind of behavior change that results in lasting (sustainable) change must accommodate people's feelings--feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.
• It's often the stress that people resist, not the change itself.
• Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights (Pauline R. Kezer).
• A transformational leader focuses primarily on initiating and "managing" change.  He/she influences people to improve, to stretch, and to redefine what's possible.
• It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change (Charles Darwin).
• Nobody can go back and start a new beginning, but anyone can start today and make a new ending.

Embrace Change To Grow

Change is inevitable. Change is good.  Help your employees and team learn to embrace change.

Here are some solid insights from Dr. Rodger Dean Duncan's (Liberty, Missouri) book, Change-friendly Leadership -- How to Transform Good Intentions into  Great Performance:

• The kind of behavior change that results in lasting (sustainable) change must accommodate people's feelings--feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.
• It's often the stress that people resist, not the change itself.
• Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights (Pauline R. Kezer).
• A transformational leader focuses primarily on initiating and "managing" change.  He/she influences people to improve, to stretch, and to redefine what's possible.
• It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change (Charles Darwin).
• Nobody can go back and start a new beginning, but anyone can start today and make a new ending.

Dr. Roger Dean Duncan On Change

Change is inevitable. Change is good.  Help your employees and team learn to embrace change.

Here are some solid insights from Dr. Rodger Dean Duncan's (Liberty, Missouri) book, Change-friendly Leadership -- How to Transform Good Intentions into  Great Performance:

• The kind of behavior change that results in lasting (sustainable) change must accommodate people's feelings--feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.
• It's often the stress that people resist, not the change itself.
• Continuity gives us roots; change gives us branches, letting us stretch and grow and reach new heights (Pauline R. Kezer).
• A transformational leader focuses primarily on initiating and "managing" change.  He/she influences people to improve, to stretch, and to redefine what's possible.
• It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change (Charles Darwin).
• Nobody can go back and start a new beginning, but anyone can start today and make a new ending.