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• About
  • Orientation to The Change Kit
  • The Change Kit Model
  • Change Management Defined
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• Assess Your Organization’s Change Fitness
• Be a Bold Change Leader
• Be a Bold Change Leader
• Be a Bold Change Leader
• Be a Bold Change Leader
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  • Assessing Change Impacts
  • Building Foundations Leadership Assessment
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• Welcome
• Foundations for Change
  • What is My Role as Leader in Foundations for Change?
    • Study the Conditions for “No Change”
    • Consider the Impact of Change
    • Build the Infrastructure for Change
    • Mobilize your Organization
    • Diagnose Resistance
  • What Are the Important Project Leadership Actions in this Phase?
    • Build a Business Case for Change
    • Prepare a Vision
    • Assemble a Sponsorship/Change Network
    • Inspire Urgency and Alignment
    • Establish a Change Team
    • Frame a Plan for Change
    • Develop a Communication Plan
  • What are the Most Important People Management Issues in this Phase?
    • Marshaling Support
    • Resistance
    • The Psychological/Emotional Issues of Change
    • The Special Case of Middle Managers
  • How Can I Help People Understand and Deal with Change?
    • First Steps to Getting Started
    • Answering Burning Questions
    • Communicating About Change
• Executing Change
  • What are the Key Project Leadership Actions in Executing Change?
    • Meaningful engagement
    • Form Temporary Teams
    • Anticipate Support Congruence
    • Prepare to Build Skills for the New Environment
  • How Do I Keep the Change on Track?
    • Deal with Surprise Impacts
    • Keep the Pulse on Organizational Politics
  • How Do I Get People to Own the Change?
    • Ways to Engage People in Change
    • Form Temporary Teams to Get People Involved
    • Encourage Empowerment
    • Set Clear Boundaries and Criteria for Engagement
  • How Do I Maintain Forward Progress?
    • Delegate Meaningful, Change-Related Projects and Tasks
    • Recognize and Reward Change Contributions
    • Spotlight Successes
  • How Do I Deal with Lingering Denial and Resistance?
    • Stages of Change
    • Understanding and Addressing Personal Loss
• Sustaining Change
  • How Do I Stabilize the New Environment and Culture?
    • Tying Recognition and Reward to the New Approach
    • Intentional Recruitment, Selection, and Assimilation
    • Performance Management for Alignment, Consistency, and Proficiency
    • The Role of Leadership in the New Culture
  • How Do I Help People and Teams Function Effectively in the New Environment?
    • Building Effective Teams
    • Effectively Using Performance Management
    • Coaching Individuals
    • Skills for Effectiveness in the New Environment
  • How Do I Demonstrate Measurable Progress?
    • Using a Dashboard to Display Operational Measures
    • Collecting People’s Perceptions
    • The Voice of the Customer
  • How Do We Continue to Advance the Change and the Culture?
    • Continue to Build Business Literacy and Overall Skill Competency
    • Foster Conditions for On-Going Innovation
• Get Started