Case Studies Change Management Leadership Meeting 
Gina Abudi
MAY 19, 2015
Changing the Minds of Employees in Finance Read Part I of the case study. The second meeting with the group was well attended, everyone made time on their calendar and attended the meeting. The post Case Study: Moving Resisters of Change to Change Champions – Part 2 appeared first on Gina Abudi.
LSA Global
APRIL 10, 2023
Net Promoter Score This Finance Organization created a leadership academy to help improve their business partnering, intra-team partnering, and collaboration capabilities to better serve their internal clients to meet high growth goals. Job Relevance 98.6% Satisfaction 73% Knowledge Gain 93.%
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Gina Abudi
MAY 14, 2014
A Mini Case Study – Part II Please read Part I for background information. Shawn felt the meeting with Allie went well. The post Helping an Employee Manage Through Change - II appeared first on Gina Abudi. The post Helping an Employee Manage Through Change - II appeared first on Gina Abudi.
Gina Abudi
JULY 8, 2015
Read Part 1 and Part 2 of our case study. In this last part of the case study, we’ll share what we did to get the stakeholder committee, and therefore this project, back on track and heading in the right direction. You’ll recall in Part 2 we were going to be meeting with the leadership [.].
Gina Abudi
JUNE 24, 2015
An example of a team moving through the four stages – Part 2: Storming Read Part 1 of the case study. Prior to the second meeting of the Committee, I reviewed the postings on the SharePoint® site. While overall the conversations were professional, in a few cases, committee members seemed to shoot [.]. Stage 2: Storming.
Harvard Business
JUNE 20, 2017
At IDEO, we believe that the most significant change often comes through social movements, and that despite the differences between private enterprises and society, leaders can learn from how these initiators engage and mobilize the masses to institutionalize new societal norms. Dr. Reddy’s: A Movement-Minded Case Study.
Harvard Business
AUGUST 10, 2017
In my experience — consulting on gender with hundreds of companies — this is rarely the case. Leadership teams are usually not aligned on gender issues and objectives. Leaders need to acknowledge this — and meet people where they actually are. This is a key leadership task.
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