Almost all leadership programmes         

focus on innovation and change, but

there are several specific assignments

where, for me, this was the key focus.


In the Pharmaceutical sector

I designed and delivered a major

culture change programme over a

period of two years for the top 200 IS

Leaders to implement their vision for

their organisation. This involved 360

feedback and key leadership, business

and change competencies; focusing on

business challenges and most of all finding innovative ways to deliver value.


One other example was a Design company where change was needed to look at better and more effective ways of working between functional disciplines.


The programmes that I individually develop and facilitate for companies produce results that exceed their expectation. Why? Because what I do involves not only fulfilling the needs of the company, but also those of the individuals who help to make it a success.


Change should not be used to bring about fear or draconian cost-cutting measures, it should be used to harness and explore the power of the company and its staff to their and their shareholders’ mutual profit.

copyright Ralph Lewis 2009

website: Hazelwood Associates

Need for change


If taxes and death are the two certainties of life, the third must surely be change. Change is core to a company’s, as well as an individual’s, well being. While the Chinese regard change and opportunity as interchangeable, generally in the West it is quite often met with fear and resistance. Adapting effortlessly to change can reduce stress and open new doors. 

Developing new ideas

Enhancing

resilience

Successful people aim to increase their pool of available assimilation points by helping themselves and those around them to understand the mechanisms of change processes better for each change, by anticipating and planning for changes and by communicating better.


The way people tend to react to change can be pictured on a continuum, from Danger Oriented to Opportunity

Oriented. Those who are more opportunity oriented have a higher resilience in change.


Although we may have our "natural" resilience level, it is possible to increase our own and others' levels. This involves unlearning some bad habits which hinder resilience and learning to do more of what naturally resilient people do.


Be Positive (Optimistic): about yourself and your capacities and the world.


Be Focused: Have a sense of direction, a personal vision.


Be Flexible: Adapt both your thinking and your ways of dealing with people.


Be Proactive:  Don’t sit around waiting, act.


Be Resourceful:   Use your resources wisely don’t squander them.

Signpost to business success, choice, changes.
Blue pansy flowers frozen in winter snow.

...change happens

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