Engaging Employees To Champion Change

6-19-2013 2-12-19 PM30-minute audio training program with action guide and e-Book


Evidence indicates that during economic recessions business leaders who run progressive companies, manage budgets skillfully, treat employees fairly, and are transparent about threats and opportunities, pull their companies through the downtimes successfully, with many able to thrive.

Other companies survive and grow through corporate restructure and culture change.

According to a summary of over 40 research studies on change, the success rate of corporate change programs is 33%. This means that two thirds of change efforts do fail.

What we have learned about restructure and culture change is that people who have power don’t like to surrender it voluntarily. This means that some senior staff will resist change.

This is especially true of leaders who have been charged with system monitoring, but fear change and are not good communicators. Also, change imposed on the rank and file is often resisted.

Therefore, strategy execution is critical to change action planning.

The Two Important Components Of Effective Strategy Execution

Effective strategy execution includes two important components. The first task is to capture the emotional commitment of the key leaders. The second is to engage the rest of the employees to champion change, and communicating their efforts though inspiring stories.

With this approach, the change effort – in contrast to those that fail and drag on over several years — is sustainable and transpires quickly because employees are engaged and committed to the outcome.

What you will learn; This session is geared toward leaders who understand that change is looming and who do not want to fail in their change efforts. Strategy execution is critical to a successful change effort.

Leadership commitment and employee engagement are required. Engaging employees to Champion Change is a catalytic process that ignites the human drive to achieve. It creates a robust and engaged work environment where trust and cooperation thrive.

Understanding the emotional intelligence engagement process and executing the catalytic elements of that process will ensure that employees are engaged and committed to champion change at all levels of operation.

You will learn:

  1.  The components of a catalytic process with commitment and engagement as desired outcomes.
  2. How to develop a common understanding of the behaviors required to enhance cooperation during and after change execution.
  3. Why stories and examples that surface during the change effort build momentum, sustain commitment and drive results remarkably fast.

Dianne Crampton, FounderPresenter: Dianne Crampton, M.A. & Founder of TIGERS Success Series, Inc.

Dianne Crampton helps committed leaders build cooperative work environments and teams of committed and engaged employees.

She accomplishes this using her proprietary TIGERS® team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. TIGERS® serves merging organizations, organizations undergoing culture change and founding leadership teams with the commitment to be recognized as one of the best companies to work for.

Dianne also licenses and certifies organizational development specialists, corporate trainers, coaches and independent consultants in the use of TIGERS® catalytic resources to improve work culture and team dynamics. One of these tools earned a nomination by Merrill Lynch for Inc. Magazine’s Entrepreneur of the Year Awards.

A thought leader in the team culture movement, Dianne Crampton holds international trademarks and copyrights and is a published Author, Speaker and Founder of TIGERS Success Series, Inc.

Registration $49.97


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