‘Cultural change is fundamentally about behavioral change.’
‘It’s worth noting that the focus should not be on persuading people but rather on ‘understanding before being understood.’
‘By conciously choosing your words, you can guide the narrative in a way that feels intuitive and less aversive. The exact wording that you use, whether change, movement, or something else, depends on the context and culture of your organization.’
‘By engaging with employees, customers, and other stakeholders, leaders can gain valuable insights into how the change is perceived by and will impact various groups that can be used to identify potential roadblocks.’
‘When senior leaders (as with other stakeholders) don’t understand the purpose of the change, they’re less likely to get behind it, leading to a lack of sponsorship, engagement, and role-modeling.’
‘Employees who feel valued and invested in are more likely to embrace change, making the change process smoother and more effective.’
Source
Beirem Ben Barrah and Philip Jordanov (2024). The Dynamics of Business Behavior: An Evidence-Based Approach to Managing Organizational Change
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