Site Map Pages1 – Stuck in the Status Quo 2 – Challenge of Leading Over-Worked and Under-Performing Project Teams 3 – Resistance to Change 4 – Failing to Learn from the Past 5 – Failing to Engage People in Changes that Affect Them 6 – Failing to Keep Change Alive 7 – Failing to Build Support for Change at the Last Minute About Us An Open Letter to Mary Barra CEO General Motors APCO Worldwide January 17, 2019 Article Archive Articles & Resources Assess How Well You Make a Case for Change Batteries Not Included: The Missing Ingredient that Powers Change without Losing Energy Blog Blog Archives Books & CDs Case Studies on Influence and Leading Change Effectively Change without Migraines™ Formula Checklist for Sponsors of Project Teams Client Testimonials Clients & Results Consulting Contact Us Creating the List Assessment Custom Search Download Instructions eBook: Seizing Moments of Possibility Failing to Engage People in Changes that Affect Them Get a Merger Back on Track When Things Started to Derail Get Major New Initiatives Up and Running Quickly Guidelines for Engaging People in a Planning Meeting Home How to Build Support for Change During the 11th Hour How to Engage Stakeholders Effectively in 6 Steps How to Lead Change Effectively by Learning from Past Setbacks Importance of Senior Leaders During Change Increased Ability to Get Six Sigma Implemented Influence and Change Article Archives Keeping Change Alive from Start to Finish Lead Survey Leadership/Project Evaluation Survey & Results Learning From Past Projects Assessment Making a Compelling Case for Change Webinar Maybe Vision Statements Aren’t Bad One more step… oxygen4leadership Summit 2020 PMO Impact Summit 2020 Resistance and Support for Change Assessment Resistance to Change – Why it Matters and What to Do About It Resources for Batteries Not Included™ online course Seeing A Crisis Before it Was Too Late Seizing Moments of Possibility Resources Services Shipping/Delivery Policy Site Map Speaking Squandered Opportunites: How Leaders Can Eliminate Threats to Change Squandered Opportunities Store Thank You for Your Inquiry Thanks for confirming your subscription The Challenge of Leading Over-Worked and Under-Performing Project Teams The Challenges of Change The Energy Bar The Magic List This page has moved… Transforming Fear of the Future into a Compelling Vision of Where the Company Should Go Webinar Sign Up: Making a Compelling Case for Change Welcome Readers of Kaustubham What Separates a Great Presentation from One That Is Quickly Forgotten PostsNo Resolutions This YearExpert Testimony and ChangeWhat Keeps Change Alive?Keeping Change Alive51 Percent Have Confidence in Their ManagersGreat – More MergersMy Door is Always Open – and It Leads to the ExitJust ListenAssuming Success Will Last Forever: UAW and GMThe Wrong IdeaThe Power of Best Buy’s Retail HospitalMeetings, Dreadful MeetingsDarfur is Dying (a simulation)Don’t ChangeGenerating Good IdeasWhat Managers Can Learn From Churchill and RooseveltDecision Making Tool #142 – Rock, Scissors, PaperWarren Buffet’s Homespun WisdomReally Bad Customer ServiceIs Everybody Biased?Naysayers Bring Productivity to a Grinding HaltResistance to Change at the Highest LevelsBush and Pelosi MeetWhy People Resist ChangeUS Air Plans to “Merge” with DeltaWould You Like to Know How to Avoid Resistance Before It Ever Begins?One More Time, Why is PowerPoint a Bad Idea?Influencing OthersScenario Planning for 2007Technorati (Technical Stuff)Those Who Resist Change – Part 2Why We Resist Those Who Resist ChangeThose Who Resist Change – Part 3Major Change Management ConferenceChange Management Can Be Like WarFinding Common Ground in Unlikely PlacesHow to Kill Open Book ManagementLevel 3 Resistance and Jet BlueJet Blue Handles Level 3 Resistance BrilliantlyManaging Change – The End GameManaging Change – The End Game (Part 2)Sorry We Were Late Getting You This Notice About PunctualityChange Management and SexThe Toughest Form of Resistance to Change “You’re Not Wrong, You’re Evil”Typical Change Management Versus Employee ParticipationWhat’s Good for the Goose May Not Be What’s Best After AllFree Change Management Special ReportsChange Management and FocusResistance to Change Between GroupsDumb Change Management IdeasMy Comments on Built to ChangeChanging Where You Sit Can Make a DifferenceIntroducing Change So That It SticksKeys to Leading Change WellThe Changing Winds of TrustWhat Change Management is Really All AboutChange Management and Positive DeviancePositive Deviance – Part IIChange without Migraines FormulaChange and Positive Deviance Part IIThis Just In – Listen to Your CustomersChange without Migraines FormulaLeading Change and Performance FeedbackWhat We Can Learn From Chris RockChange Management is Not a Commodity!Change Management and Customer ServiceBeware of Social NetworkingSteps in Leading ChangePresidents, Elections, and Change ManagementWeb 2.0 and Change ManagementCommunicating Change – and a WarningLead Change with a Visual Strategy FairBack Pain and Organizational ChangeSaying is Believing When Leading ChangeIs Planning Futile?Is Threat of Punishment the Reason People Change?Be the Change WorkshopLeading Culture ChangeElliot Spitzer, Hubris, and Leading ChangePut Your Money Where Your Butt IsA Response to the Previous PostHubris and Leaders – Part 2Put Your Money Part 2Leading Change and MotivationChange Management and ROIResistance to Change in the Airline IndustryThe Right Frame of MindLean ProductionChange Management and The Right Frame of Mind Part 2What Leaders of Change Can Learn from GoaliesThe Midnight Ride of William Dawes – Who’s That You Say?The Lana Turner Approach to Leading ChangeChange Management and AnxietyLeading Change and Plant SafetyResistance to Change and Baseball HelmetsA New Slant on Leading ChangeRapid Prototyping and Managing ChangeDownsizing – A Dumb Change Management StrategyOutsourcing Change Management (Yet Another Dumb idea)Leading Change and Story TellingCelebrating FailureTaking Out the Trash and Change Management — No, Really!Change Management Training is a Waste of MoneyLeading Change Up the LadderThe Creepy Cult of Management ConsultingChange Management and Lean ManufacturingMajor Study on Change and Change ManagementReply to Change Management is a Waste of Money10 Reasons Why IT Projects Fail — Worth ReadingChange Management and Web 2.0Fat School and Lessons for Change ManagementChange Management at SprintChange Management and Story TellingLeading Change When People Don’t Know YouWhat Good Museums Can Teach Us About Change ManagementChange Management Surveys Versus Focus GroupsChange Management and So-Called Fine WineStupid Refs and Change ManagementChange Management and Stupid Refs – Part 2Empty Words and Mission StatementsMission Statements – Part 3Mission Statements – Part 2Leading Change and Jon Stewart (Really)PowerPoint and The Stone Age BrainLearning How to InfluenceWishing or Doing Change Management?US Financial Crisis, Trust and Change ManagementFinancial Bailout and Leading ChangeWhen Support Has Nothing to Do with What You Stand ForPresidential Debate: a Lesson in How Not to LeadHow Hard it is to See Other Points-of-ViewLeading Change and the CandidatesWhat’s AIG Got to do with Leading Change?Leading in Turbulent TimesPutting Change Management Plans to the TestAutocratic Versus Democratic LeadershipNegative Flake Rates and Leading ChangeLeading and Negative Flake Rates – Part 2An Open Letter to the “Big Three” Auto MakersLeaders Advising LeadersDupont’s Sound Change ManagementLeading from the MiddleObama: “I Screwed Up.”Change Management Open Source ProjectLeading Change in Uncertain TimesThe Terror of ChangeThe Stimulus Package, Leading Change, and President ObamaChange Management Open Source ProjectConversation on Change Managment in Uncertain TimesChanging Sentiments and the EconomyDid Dr. Frankenstein Really Work for AIG?How to Lead Change When You Don’t Know Where You’re GoingA Low Key Leader Can Get Things DoneOozing Failure of ChangeContext is Key to Successful ChangeWhat You Should Learn From Union OrganizingIntroduction to Change without MigrainesChange in Organizations Today SurveyThe Human Side of Lean/Six SigmaA Blog That Makes You Think and Go “Hmmmmm”Comments on Measuring Values in Employee PerformanceValues and Performance Part 2Losing Focus and Clarity of VisionPodcast about Change Management Open Source ProjectSurvey Shows Business Leaders More Successful at Major Change During the RecessionValues and Performance – Part 3Values and Performance Part 4US Ownership of GM is a Huge MistakeTwitter to the Rescue (Really)Power of Proactive Change EffortsInfluencing OthersWhy People Fell for Bernie MadoffDoes Termination Equal Getting Even?The Naked Truth About Getting People’s AttentionContinuous Improvement = Success at HyundaiStreets of Moscow and Readiness for ChangeChange Management in RussiaChange Management Open Source ProjectChange Management Planning Using WikiIntro to Change without Migraines PodcastHow Town Hall Meetings Got It WrongODN Organization Development NetworkLeading after LayoffsSilence and ResistanceRick’s Big Question about Change: What are you looking for right now that’s missing from all the books, etc?The Folly of a Healthcare DebateThe Wrong Way to Help in HaitiAdvice to the President on Giving the State of the Union MessagePresident Obama Meeting with Those Who Resist HimThe Challenge of Leading Change in DC Public SchoolsGov. Mark ” I found my soul mate in Agentina” Sanford and Leading ChangeWhat Happens When Toyota Fails to Adopt the Toyota Way?Why Stages of Grieving Are an Excuse for Inept Change ManagementJeff Pfeffer on Lay Off the Layoffs in NewsweekTiger Wood’s Brilliant Mea CulpaAlternatives to DownsizingFinding the Edge of Personal ExcellenceNUMMI Closed Today – the End of a Grand ExperimentPreference for US Autos Goes Up and Down for AsianThe Culture of Leading ChangeUnited and Continental – A Merger of Equals (if you say so)Enough with the Positive Thinking (there I said it, and I’m glad)Once Again, Downsizing is Still a Bad IdeaResources on Change in Organizations Coming SoonWhy Changes Still Fail – a Daily Blurt of InformationReason Why so Many Changes Fail #1Reasons Why so Many Changes Fail #2Reasons Why So Many Changes Fail #3 We Know Too MuchReasons why so many changes fail #4 The Knowing-Doing GapReasons why so many changes fail #5: Immunity to ChangeReasons why so many changes fail #13 Making Them Learn Your Language – instead of learning theirs.Reasons why so many changes fail #6 Assume Understanding Equals SupportReasons why so many changes fail #8 Leaders fail to appreciate the power of fearReasons why so many changes fail #9 Lack of Trust Can Kill ChangeReasons why so many changes fail #10 Moving to How Before WhyCarolyn Lukensmeyer and the Power of ConversationReasons why so many changes fail #11 A Belief That You Can Force Them to Do ItReasons Changes Fail #12 Taking Time Will Waste TimeReasons why so many changes fail #13 Making Them Learn Your LanguageReasons why so many changes fail #14 Relying on the Three Most Common Ways of Communicating ChangeReasons why so many changes fail #15 Fail to understand why people support – and why they resist change.Must We Focus on Why Changes Fail? Yes, We Must.The Chilean Miners and Open Book ManagementWhat Organizations Can Learn from No LabelsBuilding Institutional MuscleOpen Book ManagementHow to Get Commitment Instead of ResistanceBuilding Credibility for Your BusinessMaking a Case for ChangeWhy You Must Build Support Before You Need ItTips for Making a Case for ChangeConditions for Change AssessmentHow to Get Your Team InvolvedThe Dilemma of TrustTips for Getting StartedHow to Sustain Commitment to Change23 Great Ideas to Help Keep a Change AliveTips for Keeping Change AliveKey Pitfalls that Kill FeedbackDetermine the Levels of ResistanceHow to Work Effectively with Level 1 ResistanceHow to Work Effectively with Level 2 ResistanceManagers Can Rebuild TrustThe Art of ListeningWhat To Do When Implementation Breaks DownWays to Get Back on TrackGetting Back on TrackResistance to Change – Why it Matters and What to Do About ItResults of Effective Change SurveyA Personal Vision ShiftWhat Blocks Support?Bringing Ideas to Life: Seven Principles for Pulling TogetherThoughts on EmpowermentLeading from the Middle of the OrganizationConsider the Context QuestionnaireChange Readiness AssessmentGet Into CharacterWhy People MatterWhat to Do When Trust is LowPrinciples of Engagement AssessmentBuilding Support for New Software ProjectsFrequently Asked Questions Regarding ERP ImplementationChange without Migraines in HRChange and the HR ExecutiveWhy Don’t They Want What I’m Selling?Sales Resistance – and What to Do About ItWhy Clients Resist Consultants – and What to Do About ItWhy Half of All Mergers Fail after the Honeymoon EndsHow to Avoid Acquisitions BackfiringThe Tinman Needs a HeartHow to Work Effectively with Level 3 ResistanceMaking a Compelling Case for ChangePodcast With Lori Silverman (Audio)5-5 Stakeholder AnalysisGuidelines for Holding a Planning MeetingGetting Started on the Right FootCreating a VisionKeeping Change AliveLeading ChangeAvoiding Knee-Jerk ReactionsTips for Getting Back on TrackWhat Corporate Leaders Can Learn from Navy Sex Tape IncidentSpiderman Meets Shakespeare (and the Bard Wins)Assumptions About the Culture of Lean ManufacturingBranson on Managing ChangeSupply Chains, Resistance, and All that JazzGoal Setting Works: Who Knew?Digging Deep: Why People Support Your Brilliant Ideas and Why They ResistWired and DangerousRick Maurer | How You Can Avoid the Pitfalls of ERP ImplementationWhy Don’t You Want What I Want?The Secret of Employee Engagement is No SecretPlanning Change Checklist – The Things You Must Include if You Want People to be EngagedHow to Prepare the Message You Want to Communicate Around ChangeWhat’s Your Communication Plan About the Change Initiative?How can smaller companies utilize change management to help the business grow?Organizations Focus too Much on IndividualsIt’s the Wisdom of Individuals First (not Groups)Leadership, Resistance, and the Penn State ScandalWhy Emperor’s Leading Change Need Fashion AdvisorsResponse to “Why Companies are Often Terrible at Changing”Don’t Shoot – Lessons on Leading ChangeThe Danger of Missing the Subtlety of Kotter’s Leading ChangeApplying Keller and Price’s 5 Questions on Leading ChangeMaking Change the NormWhat Doesn’t Motivate PeopleFinancial Performance and Organizational IdentificationConsultants Should Not Lead Change for Their ClientsChange Management – The Ninth Waste in Lean Six SigmaA Simple 10-Minute Productivity Tool (Really)How to Subvert the Feedback ProcessWoody Guthrie New Years Rulin’sHow to Get Rid of Wasted Effort, Scope Creep, and Lukewarm Productivity in 2012Change Management: It’s Still Why Before HowPositive Feedback and Change20 Signs of an Unhappy WorkforceChange Management Resources : How to Make a Compelling Case for ChangeChange Management: Death by Conference CallFlopping Over the Goal LineOn Personal ChangePersonal Change CorrectionLeading Change: How to prepare your team for changeMerit Pay and PerformanceAn Optimistic Note: It is possible to overcome gridlockThe Limits of Employee SurveysThe Risks of Outsourcing SAP SupportMedical Emergencies, Spring Training, and Organizational ChangeAnd They All Went Woof!Change Management: Is Star Trek’s Data the Patron Saint of Corporate Change?Forget About the Stages of Death and Dying; They Are Wrong and a DistractionWhat Limits Innovation and Why It Is So Hard to Change Those ThingsThe Challenge of Merger IntegrationLeading Change and Supreme Court ArgumentsTop Ten Reasons Why Large Companies Fail To Keep Their Best Talent (thanks to Forbes blog)Bad Media Training and What You Can Learn From ItGet the Boss to Embrace Your IdeasSaatchi & Saatchi CEO’s Emotional and Provocative SpeechRecent Research on Change Management Success RatesGood People, Bad Customer ServiceHow to Build Support for Change During the 11th HourMajority of Employees DissatisfiedA Successful Major IT ProjectNothing New: 70% of Changes Will Fail Again This YearAn Organization that Supports Differences Can’t Afford to Get Rid of WhinersWhat if We Gave Artists Early Retirement Packages?Leaders Know They Need to Build Trust. So What’s the Problem? We Are.What Change Leaders Can Learn From BroadwayWhy is Seeing the Writing on the Wall So Very Hard to Do?Can Organizations Change Their Values?Resistance to Change – Why it Matters and What to Do About ItHow to compile and develop high performing teams, especially during a time of change Part I – PurposeHow to Prepare the Message You Want to Communicate About ChangeChange Leadership Involvement PlanGetting Candid Feedback. (Yes, it really is possible.)How to translate direction into actionHow do you engage and work with the project sponsor?How to get people on-board, engaged, and involved in a climate of constant/continuous changeWhat to Do When People Don’t Trust YouWhy is Touchy-Feely a Four Letter Word?Showing Up. The Importance of Knowing Yourself Before Trying to Influence OthersChicago Teachers’ Strike is a Master Class in How to Lead Change WrongIf Employee Engagement is Such a Good Idea, Why Hasn’t It Caught On?A Way to Calculate Enthusiasm for ChangeFlip Flops at WorkHow to Not Hold a Town Hall MeetingCharacter-Based Leadership and Making the Most of Your Human ResourcesWhat Makes Change Management Different than Other Techniques to Improve Productivity, Engagement, and Bring about Change?Bad Bosses Are Bad for BusinessHow Can We Get People on Board, Engaged, and Involved in a Climate of Constant and Continuous Change?The 150th Anniversary of the Emancipation ProclamationHow Come Work Doesn’t Imitate Art?What Data Can’t Do – and 3 Levels of ResistanceThe Wonder of Performance ReviewsQuick Tips 1 Secret to Employee Engagement is no SecretQuick Tips 2 Groucho’s Approach to Avoiding Knee-Jerk ReactionsQuick Tips 3 Inviting ResistanceQuick Tips 4 Where are the StakeholdersQuick Tips 5 The Value of a Single Simple GoalQuick Tips 6 Is Humane Downsizing an OxymoronQuick Tips 7 Homemade and HomelyQuick Tips 8 When a Vision Can HelpChange Intelligence with Barbara TrautleinCall it change or transformation?You can get a lot done…Fascinating trial of a psychic going on in NY.You can’t force focusA Great Teacher PassesStop Making Eye ContactEven Crisis Can’t Shock Us Into Getting Along for Very LongEverything I Need to Know Fits on an Index CardAn App That Saved 10,000 LivesWhy We Make Bad DecisionsEnding Jim Crow – the Power of Finding the Right Leverage for ChangeMulti-tasking and the Failure of Big ChangesAn Open Letter to Mary Barra, CEO of General MotorsRewards May Actually Hurt PerformanceRick in Denmark, UK, and Northern IrelandWhat Can Free Jazz Teach Us About Working on Teams?What Mark Twain and TED Can Tell Us about Making Good PresentationsMaybe We’re Making Change Too Hard – Consider the Energy BarMore on The Energy BarWhy Use the Energy Bar?3 Questions You Might Be Afraid to Ask (and Why It’ll Cost You)The Folly of Single-Minded ThinkingStop Me Before I Talk AgainHow to Keep People Awake and Focused During WebinarsHow Gorillas and Parasols Mess Up MeetingsHow Can I Tell if People Are Going to Support or Resist Me?Adding Life to Conference CallsWhy Don’t People Tell Their Bosses the Truth?Shift the Energy Before It’s Too lateHow You Can Tell When People Are For or Against YouWhat the Magna Carta Could Teach Corporate LeadersWhat the Magna Carta Could Teach Corporate LeadersHow You Can Shift Energy in Your Favor – or Not!From Grumblers to Allies: Reaching Consensus with The Energy Bar™Values At Work Begin With YouMissing the Handoff in Big ProjectsAre All-Hands Meetings Worth The Bother?Tips for Delegating the Leadership of Major ChangeOrpheus AscendingArchives June 2019 (1) January 2019 (1) October 2018 (1) August 2018 (1) September 2017 (1) August 2017 (1) June 2017 (1) June 2015 (2) May 2015 (3) April 2015 (4) March 2015 (3) February 2015 (2) January 2015 (1) November 2014 (1) September 2014 (2) July 2014 (1) April 2014 (1) October 2013 (11) September 2013 (2) May 2013 (8) February 2013 (3) January 2013 (1) November 2012 (3) October 2012 (5) September 2012 (2) August 2012 (5) July 2012 (3) June 2012 (8) May 2012 (5) April 2012 (4) March 2012 (11) February 2012 (6) January 2012 (5) December 2011 (10) November 2011 (5) October 2011 (6) September 2011 (1) August 2011 (1) May 2011 (1) April 2011 (1) March 2011 (2) February 2011 (1) January 2011 (14) December 2010 (47) November 2010 (1) September 2010 (1) August 2010 (4) July 2010 (4) June 2010 (4) May 2010 (9) April 2010 (3) March 2010 (1) February 2010 (7) January 2010 (3) November 2009 (3) October 2009 (2) September 2009 (1) August 2009 (3) July 2009 (7) June 2009 (3) May 2009 (8) April 2009 (7) March 2009 (4) February 2009 (6) January 2009 (3) November 2008 (3) October 2008 (9) September 2008 (2) August 2008 (6) July 2008 (5) June 2008 (2) May 2008 (12) April 2008 (12) March 2008 (13) February 2008 (5) January 2008 (8) December 2007 (1) November 2007 (5) October 2007 (2) September 2007 (1) August 2007 (3) June 2007 (1) May 2007 (2) April 2007 (3) March 2007 (4) February 2007 (6) January 2007 (7) December 2006 (1) November 2006 (7) October 2006 (2) July 2006 (1) June 2006 (3) May 2006 (3) April 2006 (1) April 2005 (3) March 2005 (1) February 2005 (2) January 2005 (5) Categories Blog Customer Service (Blog) Downsizing (Blog) Effective Teams (Blog) Employee Engagement (Blog) Feedback (Blog) Getting Back on Track (Blog) Leading Change (Blog) Levels of Support and Resistance (Blog) Managing Change (Blog) Politics (Blog) Change without Migraines System ™ Getting Started on the Right Foot Human Resources Information Technology Keeping the Change Alive Leading Change Making a Compelling Case for Change Mergers Quick Tips (Videos) Sales the energy bar
