#Changeleadership, does #changemanagement a vision for creating an environment where "team work creates dream work."?

#Changeleadership must deal with the impact of the Great Resignation on the employees who stay but feel just as depleted. Work on creating the preconditions of change. #changemanagement

#Changeleadership and #changemanagement, know that a sense of safety or opportunity will be driving people's intentions. Recognize that the pandemic has left people psychologically bruised. Their sense of control, certainty, feeling of relatedness, and status has plummeted.

#Leaders, #changeleadership, and #changemanagement, know that many will come out of the pandemic determined to take control of the big things in life. Be prepared to engage with this new intention.

#Leaders and #changeleadership must recalibrate approach to #changemanagement. Take into account the effects of months of uncertainty, fear of death, isolation, inactivity, and separation. The impact is hidden trauma.

#Leaders, to be effective in #changeleadership address threats to viability going forward. If faced with burnout - then it's time to ask difficult questions about underpinning management philosophy. Establish a firm footing before embarking on #changemanagement.

#Leaders, #changeleadership, in the wake of the Great Resignation remember people leave managers, not companies. Dig into the role and impact managers have on employees. #Changemanagement needs supportive and open communication channels with managers to work.

As the consequences of the pandemic ripple out, #changeleadership must get to grips with the fear this level of uncertainty is producing. #Changemanagement without a personnel empowerment plan to adapt is not an option.

The pandemic reveals widespread fragility. It is up to #changeleadership to see failings as a guidepost to doing things differently. Empower #changemanagement to look beyond sectoral silos for methods and solutions that can be repurposed for the new reality that is unfolding.

Knowing that many people are feeling overwhelmed by the scale of change today, #changeleadership must seek out motivations to move forward and present visions that capture imagination before embarking on #changemanagement.

#Changeleadership, when connecting vision to motivations, recognize that many are battle weary. Find ways to resonate. For some, it means reframing change as moving out of stagnation. #Changemanagement shakes off the dust of the old that is holding back progress.

In these tumultuous times, #changeleadership must encourage everyone involved in #changemanagement to be an avid student; to learn, and refrain from resorting to old tricks or taking the easy way out.

Part of the task of #changemanagement is to chip away at the old and nurture capacity for change. #Changeleadership, encourage curiosity about what no longer serves in this new and emerging reality while supporting people through their fears of what the new will bring.

#Changeleadership, don't assume everyone comes equipped to voice their opinion and engage. Cultural legacies and socialization are powerful forces. Encourage #changemanagement to dig deeply into these influences.

#Changeleadership, when connecting vision to motivations, recognize that many are battle weary. Find ways to resonate. For some, it means reframing change as moving out of stagnation. This means #changemanagement must replenish what is good and effective.

The Predictive Index reports that 36% of respondents thought their manager seemed burned out at work and that 45% saw signs of team members’ burnout. #Chanageleadership must rethink how communication and #changemanagement are done to address this challenge.

#Changeleadership, figure out what broken compasses you are relying on to navigate the future. The task of #changemanagement is to work out what the new compasses are needed.

#Changeleaedership must recognize the attitudinal shifts that the Great Resignation represents. Identifying challenges before they become unsolvable problems must become an integral part of #changemanagement. Make it part of #LeadershipDevelopment.

In a diverse workplace, #changeleadership involves curiosity about others' lives and how opinions on what they were allowed to be were an attempt to shape their reality. #changemanagement #leadershipdevelopment

For change to work in a diverse workplace, #changeleadership involves being curious about assumptions made about those that are perceived as outsiders. Ask whether such assumptions continue and might be influencing the change culture being created? #changemanagement