Change Management

Coaching Change Leaders

By Kristen Wright, PhD, Prosci, CSM and Laura English, MSIOP

For a change to be successful, one of the most crucial factors is strong leadership support (i.e., change sponsorship), reinforcing key messages, and actively guiding employees through a change. In fact, year after year, Prosci’s benchmarking studies have shown that active and visible sponsor engagement is the leading factor for change success.

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The Illusion of Control and How It Affects Change Management

By Noel Assegid, MBA, Prosci CMP and Alicia Serrato

Researchers have found that a powerful cognitive force that drives resistance to change is the fear of not having control of one’s destiny (Bovey & Hede, 2001). The findings indicate that individuals are so deeply motivated to control their environment, that they will be far more committed to an outcome if they feel that they are empowered to choose for themselves, as opposed to being told what to do (Tversky & Kahneman, 1975). This cognitive bias, known as the illusion of control, remains true even when individuals do not actually have control of the outcome.
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Human-Centered Change Management

By Kristen Wright, PhD, Prosci, CSM

In both the public and private sector, change is a constant, but the more change that an organization goes through, the more likely it is to start experiencing change fatigue and resistance or even change failure. Here at Evans, we recognize that change is driven by people, and through our human-centered approach to supporting transformative change, our clients enjoy a fuller realization of targeted benefits from change efforts, minimizing disruptions and optimizing results. Continue reading

The Human Element of Change Management: Motivation is Personal

by Dawn Stevenson

If your change initiative isn’t working, think about how you’re selling it. Are you trying to convince people to change, or are you actually motivating them?

A 2009 article in McKinsey1 argues: “…people are irrational in a number of predictable ways…the practice of change management is in need of a transformational change through an improved understanding of the irrational (and often unconscious) nature of how humans interpret their environment and choose to act.” Continue reading

Change Management and Culture in the Federal Space

By Noel Assegid, MBA, Prosci CMP

The Evans Human-Centered Change Management approach emphasizes the importance of culture in all change efforts. This significant aspect of change is not always considered or even recognized, but a recent event, hosted by the Association of Change Management Professionals (ACMP) DC, highlighted the increasing awareness of culture’s impact on change effort success in the federal space. Continue reading