Organizational Change: finding the call to action
Do you find that employee self-interest trumps Change Strategy? It’s time we rethink how we frame communications about our strategic organizational initiatives.
It seems that all changes demonstrate a bit of chicken-and-egg syndrome: do we want to change to get away from something familiar and limiting, or do we instigate change to move toward something new and promising? Should organizational leaders focus on what they want to move away from, or what they would like to see the organization moving toward? If we know that most employees are interested in “what’s in it for me?” how we do shift them toward “what’s in it for us?”
Other perspectives on value from Toby:
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Toby Lucich, Partner
Toby's primary focus at VALUE:driven Group is in the FACTS:develop and FACTS:sustain areas where he helps the company implement the value delivery strategy developed through the FACTS:assess and the FACTS:target processes.
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