Phil is joined by communication and corporate affairs leader Saira Absar to discuss responding to praise during change.

Change initiatives can be gruelling and can feel like a succession of uphill battles characterized by tight deadlines, difficult challenges, stretched capabilities, and long hours. Giving and receiving recognition energizes individuals and teams and builds momentum to tackle the next tasks and activities. 

There is a lot of advice on how to acknowledge people’s efforts but little on how best to receive this recognition. It can be an opportunity to acknowledge those who give it, your contributing peers, and the strategy and tactics that led to the achievement.

So, how do you respond to praise in ways that leverage the compliment for you, others and the project?

You can reach Saira at: 

LinkedIn: https://www.linkedin.com/in/sairanabsar/

Phil is joined by change and business transformation expert Cathy Brown to discuss negotiating deadlines during change.

Setting realistic project timelines requires a thorough understanding of the change and the context in which it is being made. The level of change complexity, resource availability, and operating environment are inputs into creating a fact-based calendar for the timing of deliverables. 

Negotiating deadlines requires aligning leader and project team expectations with your assessment of the transition work and the time needed to complete it.

So, how do you negotiate deadlines that enable you to complete tasks and activities to their specifications within dynamic operating environments?

You can reach Cathy at:

Email: bcathy188@gmail.com

LinkedIn: https://www.linkedin.com/in/cathybrown188/

Phil is joined by change capability development and change execution expert Michelle Yanahan to discuss handling mistakes during change.

Mistakes are inevitable when managing change. There are too many moving pieces on different schedules, and run by different people to avoid missteps.

Given the stress that major change initiatives inevitably produce, people can default to responses that deflect ownership, compromise resolution, and obscure learning when something goes wrong. This behavior often adds risk to the project and damages relationships.

A better and more difficult approach is to expect and address mistakes as they appear.

So, how do you handle mistakes in ways that identify root causes, resolve issues, and make changes, so they are less likely to happen again?

You can reach Michelle at: 

Email: michelle@changefit360.com

Website: https://changefit360.com/