Denise Morrison, the CEO of Campbell Soup said in an interview with the Wall Street Journal last year: “You can either lead change or be a victim of it. And it’s so more fun to lead it. And we look at that as a challenge and an opportunity”

It’s hard to argue with fact.

Regardless of your industry or what your organisation does, if you continue to do things as you’ve always done them, there’s a good chance you’ll not even get the same results you did in the past…

…You run the risk that your business will be left behind as others pass you by.

The trick to successful change management is to get ahead of the curve versus follow it or, worse, ignore it.

But there’s an elephant in the room. As I’ve mentioned in previous posts, managing change is notoriously tough. And, truth be told, in this digital era – where business has never been subject to such relentless and rapid changes – it’s not getting any easier.

So what do you do if the culture, organisation structures, and/or motivation of the work force in your business militate against your ability to lead change?

Should your communication strategies revolve around carrots or sticks – aka An inclusive ‘Nicely, nicely…let’s all get along’ tack or ‘Because I said so’ edicts from on high? Or, are there other, better ways?

That’s the topic for today’s expert interview when I spoke with motivational business speaker and President of PSA Wales, Rebecca Jones (AKA The Red Shoes Business Woman) when she visited PSA Ireland in Dublin.

Lean in to learn as we take a fresh look at what it really takes to inspire and influence others when leading change.

What Does it Take to Lead Change When Not Everyone is On Board?

Listen in as we discuss:

• How helping audiences to inject themselves into company problems opens doors to new ways to tackle old problems
• Why being a contrary Mary or male equivalent can trump a gentle tack to corporate communication
• An abiding rule when addressing things that don’t work or are wrong
• The transformative appeal of creating an enterprising mindset for all
• Why letting your employees see under the bonnet can be a winning strategy
• Different strokes for different folks when change is afoot…And why there’s room for them all
• 3 Common rewards at the end of the rainbow post implementing change
• Why the word enabling must be front and centre when leading others
• The power of standing out and sharing opinions
• And More

Your Turn

What’s your view about whether it pays to be cruel to be kind when leading change?

And what’s the best tack you’ve ever seen or lead?

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