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September 24, 2015
What does a change management team do when the “champions” of the change stop championing?
A participant at a workshop asked me this question. The change management team was frustrated because the leaders who launched the change initiative had stopped championing it. Yet, they were still expected to implement the change.
I have been asked this or a similar question many times. The message I receive is always the same—the change management or project team feels abandoned by the change sponsor. Once this feeling emerges the team starts to question how they can successfully implement the change, or even why they should continue when it appears the change sponsor is not supporting the change.
When this happens both the specific change initiative, and your organization’s success with future changes is at risk.
10 Simple Rules for Healthy Organizational Change
Executive Change Leader Course
Living & Leading Change Certificate Program
Executive Change Leader Q&A
by Dawn-Marie Turner, PhD, CMC
“People don’t like change.” I probably hear this statement at least once a week. Unfortunately, it perpetuates the thinking that people will try to avoid change. The reality is quite the opposite. Change is an essential part of our living experience. We change to live. But we don’t live to be changed. When you understand this difference, you can use the stress of change as a potential energy source.