Your organization is bureaucratic, set in its ways, still relying on old thinking for what succeeded in the past. Your org chart looks hasn’t changed; only the names have changed. You change when ...

Forbes contributors publish independent expert analyses and insights. Mark Murphy covers leadership, hiring and employee engagement. Change management is notoriously difficult. It's so hard, in fact, ...

“Seventy percent of corporate transformation efforts are doomed to fail.” International change leader and Harvard Business School professor Dr. John Kotter made this dire assertion more than 25 years ...

Offered fully online, Western Michigan University’s Graduate Certificate in Organizational Change Leadership equips professionals with the skills and knowledge to drive effective, strategic change ...

Communicate the need for change. Involve employees in the process. Change is hard. Yet change is also necessary for organizations to adapt, evolve and stay relevant in today’s dynamic world. However, ...

Change is hard, but it doesn’t have to be if we better manage our expectations and our attitude toward change overall. After all, change is an inevitable constant, and part of developing a mindset for ...

When I tell people I studied organizational psychology, they pause and ask, “What is that, exactly?” It’s a fair question. Organizational psychology isn’t something most people hear about unless ...

That organizational change can overwhelm employees to the point of being harmful is hardly a new concept. We’ve known for years that poorly managed, unintegrated change can not only lead to reduced ...

This post is Part 3 of a series. In Part 2: To meet the challenges of this moment and combat the dangerous paradox in the helping professions, we need to push for more healing-centered systems change.

It’s a leader’s job to ensure everyone in the company can own their expertise without fear — even when left to their own devices. Recognizing fear as the core obstacle to change allows for strategic ...

Trauma-informed care (TIC) is an organizational change process that requires individuals, organizations and systems to engage in “universal precaution” for trauma: assuming that most individuals have ...