An approach that makes change accepted, feels good and delivers great results fast 

The challenge ...
If your company wants to continue to exist, it must change and that change can be scary.

For many people change is rather "threatening" than "challenging". They see it as a destroyer of what is known and comfortable, rather than it’s seen as the creator of what is new and exciting. And most people and organizations prefer to feel 'comfortable' instead of  'excellent'.

Today it is true that if you do not change, you stagnate and die. It's just vital to deploy change across the company.

The challenge is: how do I do this?


# 1: The psychology of change 

People will change when the alternative of remaining the same is worse than the change. Sometimes it's hard for people to realize the need for change. 

A pilot I once made an interesting comment at this point to illustrate. 

He told me that many pilots have died because they stayed up in their battered camera. They preferred the familiarity of the cockpit to the unfamiliarity of the ejector seat, even though the cockpit was a deadly trap in which they were imprisoned. 

Many companies have "died" because the management preferred the 'known' and 'trusted' and 'comfortable' old way of doing things, over the challenging, risky, and above all more profitable new ways of doing business. 

People who strive for stability, are generally reluctant to change. The steadfast, dependable and loyal employees in an organization are often afraid of change. 
It is important that we consider them, because often they are the majority. Fortunately there are many things we can do to help them overcome this fear for change. 

When change is planned well, communicated greatly, executed good then it succeeds. 

Planned change requires a process. 

Planned change is based on values. 

# 2: Change as "natural habit" to develop talent within your organization 

  • The biological inner drivers of people
  • An indepth look at nature and how mother nature handles change
  • The power of communication 
  • Constant motivation is a must

Why education, training and coaching are diamond tools for change, because growth is one form of natural change that feels great.

How to handle ‘cultural’ change when companies make by example mergers. There are lot’s of processes of change initiated at such a moment and we’ve learned that the culture in one company can vary a lot from the culture in the other company. Many times, such issue’s endangered the existance of the new formed entity at it’s core.  

Developing your own strategical blueprint for change in your organisation

Duration: 2 x 3.5 hours  

Audience: business managers in medium and large companies, no matter at what level and people who do not carry the title of manager, but in their association are exposed to change.