LSA Global
NOVEMBER 12, 2022
We know from our change management simulation data that most leaders are challenged by unpredictable situations where the future is uncertain, and the stakes are high. When the pressure increases, many change leaders report feeling over their heads. Do you regularly doublecheck and overprepare?
Organizational Talent Consulting
MARCH 28, 2022
A recent survey of leaders across companies with under $10m to over $1bn in annual revenue identified the following negative consequences associated with ineffective leadership communication: 52% reported higher stress levels. 18% reported a failure to close a sale. Cultivate Your Cultural Agility. 31% contributed to low morale.
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Progressus
OCTOBER 27, 2023
According to TSIA’s 2023 State of Professional Services report , services services remain at the core of professional services orgs across the spectrum. A recent FT report expects budgets will face more scrutiny, and as a result, clients will be more selective about who they work with. Interested in learning more?
LSA Global
AUGUST 1, 2020
Assess Change Readiness to Know Where You Stand. We think of change management as the proven tools, techniques, and processes to effectively manage the people side of change. We think of change readiness as how ready an organization is to undertake a change. Where Are Your Change Blind Spots.
Harvard Business
MAY 18, 2018
And, the merger or acquisition won’t be the last change they are facing. CEB reports that the average organization has undergone five enterprise-wide changes in the past three years and 73% expect change to accelerate (URL: [link] ). Change agility requires an answer to the question “Why?”,
LSA Global
DECEMBER 23, 2019
The Challenge of Organizational Change. Change management consultants have long sought to remove barriers to organizational change. With change a constant for most companies, flexible and agile organizations that can adapt to new challenges and new constraints will succeed in the long term.
LSA Global
JUNE 9, 2023
Most clients report immense pressure from their Board and CEO to pay more attention to short-term performance and tactics than to longer-term initiatives. Are your leaders willing and able to support leadership succession planning?
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