![]() It’s like a series of one night stands instead of a longstanding relationship built on an investment of commitment and trust. Having a roll-out strategy that starts and stops with each change initiative is counterproductive to the organizational climate. To the confident it is inspiring because the challenge exists to make things better.” To the hopeful it is encouraging because things may get better. To the fearful it is threatening because it means that things may get worse. ![]() “Change has a considerable psychological impact on the human mind. Organizational resiliency and the degree to which change initiatives are embraced are driven not by the effectiveness of the ‘roll-out strategy’ but by the underlying relationship that the company and its management has with their workforce. I’m willing to bet that if you view each change initiative as an independent event with a series of steps, chances are your implementation efforts have been met with fear and resistance, if not outright mutiny. ![]() Have you ever been asked in an interview, “How would you implement a change initiative?” It’s as if implementing a new program or changing a policy can be executed by following a recipe. ![]()
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