The question is

It is not uncommon to find elaborate, well thought through, change plans missing just one 'small' component; the people.

Why does this happen?  Why do some change leaders get so lost in the detail of their planning their planning that they forget to bring the people involved along with them on the journey?

Paul and Richard discuss what happens when 'people' gets left out of the plan, and why it feels easier just to focus on the plan, even when you know it is not the right thing to do.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

If you have experienced change in the workplace, you probably have met some people who will only get on board when all the T's have been crossed and the I's dotted. 

It is like they only get involved when someone else has gift-wrapped the change plan, so they don't have to take any ownership moving forward.

Richard and Paul explore why this happens, and if you find yourself or those around you in this situation, how you can deal with it.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

Sometimes being the victim is easier than moving forward.

Rob and Paul explore why some people become victims in the workplace and how managers can help these people to engage with change in the workplace.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

Change at work can be difficult to deal with, but some people act as if the change is a personal attack on them.

Rob and Paul consider why people occasionally react in such an extreme way and what we as managers can do about it.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

If you have ever experienced change at work you will be familiar with the conspiracy theorist that believes that managers know all the answers and are keeping it secret!

Change means rapid learning and dealing with uncertainty, so as managers we are often aware of what we don't know.  Often, it is our best intentions as managers accidentally feed these concerns in the people around us.

Ricky and Rob explore how this happens, and what we can do to prevent it in the future.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

Everyone has an opinion when it comes to change; however, sometimes we can only see the evidence that supports our point of view, even when the evidence that contradicts us is overwhelming.

Rob and Ricky explore this, discussing how as managers we can gently help people to see all of the picture as we navigate through change.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

When change happens in an organisation, it should mean change for everyone.  However, sometimes, managers allow some people to opt out of the change process, making life difficult for everyone else.

Rich and Ricky discuss why this happens, looking at the important role middle and line managers play in the change process.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths  

Have you ever experienced a colleague who looks at every change the company makes as a personal attack on their career, even though the change is presenting them great opportunities.

Change has a way of unsettling people, creating uncertainty that can mean that we cannot see the wood from the trees.  Ricky and Rich explore what happens and how we can take control of these situations.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths 

Emotions are a normal part of any change, but in the workplace some people think and act as if their emotional response will allow them to get their own way.

Richard and Rob explore why this is and offer some insight as to how managers can respond to people using emotions to dominate the agenda.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths

Some people just don't like change.  It can be uncomfortable and disconcerting, however, ignoring it will not make your life easier.  Yet, in many organisations, there are people who do just this, pretending that the change is not happening in the hope that they can carry on regardless.

In this podcast, Rob and Rich talk about this and give some insights as to why this might happen, and how we as managers can help people to better deal with change.

This podcast is part of a series around the myths (the things that often get mentioned but are rarely true) surrounding organisational change.  You can find out more about the series and access some of the Thinking Focus change resources at http://www.thinkingfocus.com/myths