It takes a toll on you and your staff. And yet, 85% of the time that painful, expensive change doesn’t pay off. You just replace one band-aid with another.
But it doesn’t have to be that way. It can be worthwhile.
The solution lies in simplicity.
And that’s where we find Valuable Change.
The industry has over-complicated the art of change. ‘Best practice’ projects bogged down with endless reporting, obtuse jargon and complex spiderweb maps that no one ever actually reads.
As a Change Leader, it’s your job to change the status quo.
It’s your job is to ensure the investment pays off.
Thankfully there’s a better approach. The remedy is to return to the whole picture, a simpler view of your change. Then use that clarity to rapidly build momentum and hack organisational influence so that your change isn’t just tolerated, instead it’s embraced with open arms!
Learn the essence of what makes a project valuable – the three most Valuable Questions every change leader must answer.
Drawing from modern behavioural science, you will uncover the equation that underpins our decisions on whether or not to do something. You will then learn how to stack the equation in your favour.
When focusing outward to the rest of your organisation and stakeholder base, you’ll draw on two of the most powerful shortcuts to generating change buy-in that I’ve ever seen.
Simply put – your teams will make or break your efforts to deliver Valuable Change. No longer can they be cogs in the engine – you need active involvement and embedded innovation.
Be guided through the two simple factors that I use time and time again to make courageous Change Leadership decisions.
Embedding the Learning Habit into our change efforts puts into place exponential levels of improvement. It is as effective as a multi-level-marketing scheme, but notably less dubious.
