You didn’t get where you are today by avoiding change. So how do you build resilience into your organization’s DNA, to turn adversity into strength? Because you know that any major organizational change can be stressful—and it can be an opportunity to grow.
Our Fearless Change Resilience™ work drives an understanding of the human response to change. It focuses on how to better recognize the stress and challenges of change and accelerate the ability to find opportunity and new encouragement in change.
Some changes we choose – adding a new employee, product line, customer or location. Some changes are externally driven – a global pandemic, economic crisis, weather event or a lost customer. We help you prepare employees to better face change, and help your organization become more change resilient. We’ll provide an understanding of the change process and potential pitfalls, and share a strategy to accelerate the acceptance of change and engagement in the change process at all levels.
How do you get buy-in and engagement for change initiatives across the organization? Using our “Three Es” framework (Explain, Engage, Expect) and our Change Cascade, we walk you through the key actions needed to make change successful. You’ll learn to embrace external changes as a catalyst for growth and improvement, including developing a central theme that engages everyone.
Re-energize an organization that has suffered setbacks
Support employees through significant shifts such as a pandemic, merger, recession, or explosive growth
Achieve desired behaviors and mitigate negative responses to a change you are implementing
Retain talent and re-engage team members through changes in organizational structure
Change Resilience Planning & Communication
Fearless Change Resilience™ workshops for all levels of employees
Change Management advisory and consulting services
Change-resilient culture development program
This was a game-changer—providing specific strategies for managing change and helping bring the organization along. It highlighted the need to take care of our own responses to change, make communication more of an ongoing conversation instead of just announcements, and addressing the emotional responses to change.
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