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Practical Advice for Making “Real Change” and “Change Real”
Studies show that only 15% of patients change their life style when they are told by their doctor that if they don’t they will die. It seems that, even in life or death situations, the desire to change is not enough to effect real change. So what is it that holds us back from making changes a reality?
Discernment: Discovering a Vision for the Future
It would be so much easier, I think, if I could really be the 'master of my destiny'. Yet, deep down I know that I'm a part of something much bigger than myself. To the extent that I can join the flow of that 'something', I find an energy within that makes even the most difficult engagements go almost effortlessly. On the contrary, when I fight it, even the simplest tasks take a herculean effort. Discernment allows me to come into alignment not only with my own destiny, but it creates a synergy between me and the rest of the world.
The True Turnaround: The Executive's Brain Call To REALignment
Any attempt at leading one's self, team or organization into transformation must take into account alignment of the brain to reality. Otherwise what we think are the best ways to lead people may say more about our limited perceptual abilities than truth.
Effecting Successful Change Management Initiatives
In too many situations the carnage of change has resulted in a significant amount of waste and anguish in organizations. Useful change tends to be associated with a multi-step process that creates power and motivation that is sufficient to overwhelm all the sources of apathy.

Effecting Successful Change Management Initiatives
In too many situations the carnage of change has resulted in a significant amount of waste and anguish in organizations. Useful change tends to be associated with a multi-step process that creates power and motivation that is sufficient to overwhelm all the sources of apathy.

Managing corporate Change Resistance
In 1492 when Columbus set out across the Atlantic Ocean and landed in a new world, his voyage changed the perspective and literally broadened the horizon of mankind. Almost overnight, trade routes had to be redrawn, power began shifting from the Mediterranean to the countries on the Atlantic seaboard closest to the Americas, and great riches began flowing onto the continent from places with unusual sounding names that nobody had ever heard of them before Columbus.

Other change efforts Related Articles

Change Is Here To Stay Thoughts From A Change Agent
"The trouble with the future is that it usually arrives before we're ready for it." Arnold H. Glasow Whenever someone refers to me as a "Change Agent," I accept it as a real compliment because that is a very accurate description of what I am. Since change is here to stay, I wanted to share some thoughts about change and some strategies on dealing with change. Change in the workplace and in our lives is inevitable. The way most people deal with change can vary from trying to ignore it; getting angry; wishful thinking and/or running away. A very positive way to deal with change is to look at change as a spawning ground for new opportunities for the business or organization.

The Value of Change
Marketing people can be divided into two categories: those who resist change and those who welcome change. Guerrillas are in the second category. They not only welcome change, but they also are ready for change and respond to change.

Understanding the Need for Radical Change
Why do organizations often turn on those within it who have their best interests at heart? Why do change efforts so frequently end in 'more of the same'? Much of it has to do with the cultural systems operative in each organization. Change is scary, and the 'poison we know' often seems preferable to the 'poison we don't know'. Even rearranging deck chairs on the Titanic can be doubly aggravating when there's someone coming along behind you, putting them all back where they were. Radical change is more than 'thinking outside the box' — it's acting outside the organizational box.
Dispelling the green myths
As more people “wake up” to climate change we are seeing a lot of effort put towards starting to reduce our collective green-house gas emissions. Unfortunately however, there seems to be a lack of quantitative data being applied to many of these efforts, and consequently the media, individuals and business are often focusing on the wrong issues rather than putting the efforts towards combating the main contributors to our carbon footprint.
The Problem With Plans
You'd change course rather than fly into a thunderstorm, wouldn't you? Even if that storm wasn't in your flight plan? Markets change, customers change, people change - plans should change too.

Profitable Online Business Ideas and the Recession: Keys to Success Part 2
In the last article we discussed the need for change. Without the willingness to change, nothing will change in our life and circumstances. We can want change or things to change all we want. We can want change or desire for changes in our life till we are blue in the face, but nothing will happen till we take a step towards that change. You hear people all the time talking about wanting things to change in their lives, but sadly nothing ever does. Why? They seem to want things to change. They agonize over the things going wrong in their life, but nothing changes. In truth, things usually get worse.
Change is a Fact of Life --- Six Keys That Make a Difference
Without change your company becomes stagnant, uncompetitive and boring. A leader's major responsibility is to create change, instigate change and then manage change effectively. In spite of the fact that creating change is a key competency required to be an effective leader, most people resist change. This includes leaders themselves. However, effective leaders accept change as a positive force and they are able to convince those that follow them that change is nothing more than a roadmap to a new and better destination. How do these leaders minimize that natural born resistance to change?

Icebergs, Polar Bears, and Change Management
Vanishing icebergs and distressed Polar bears have come to symbolize the effects of our changing climate. The iceberg has also been used as a metaphor for change in organizations. The “Change Management Iceberg” developed by Wilfred Kruger offers an explanation of why many organizational change efforts fail. Above the waterline are the three areas of concern of most managers–doing things faster, better, or cheaper.

The Power and Art of Healing Your Inner Child
This article is a brief summary of the benefits of Inner Child Work in psychotherapy; it's etiology, manifestations and resolution. Based on the work of several contributors in the field of psychology, this article enightens the reader to the long term benefits that produce transformation and permanent change in the lives of individuals who feel stuck in their personal growth and development. The article that will follow, Why Is It So Difficult To Change?, will elaborate on the obstacles and pitfalls of change, allowing the reader to understand that change in behavior is perhaps one of the most difficult efforts for the human condition. This article will illustrate primarily the causes that produce dysfunction and emotional arrest in human beings.
Stepping Back to Step Ahead Through Reviewing and Assessing
Our performance results are determined by what we finish, not by what we start. But whether it's diet and fitness, investments, leadership development, or organization change and improvement efforts, many people search for the quick and easy technique or approach. When the latest improvement fad doesn't create a quick transformation, the next hot book, guru, theory, or change program beckons.

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