Why I love feedback but hate feedback forms?
I have a question. No, I don’t need you to give me an answer but just answer it to yourself. When was the last time you gave generous feedback on a feedback form? If your answer is recently or always or even sometime ago, you are rare and a minority. The problem is feedback forms are not designed to demonstrate generosity. Generosity,…

When your Change Management Process and Strategy don’t go to plan
What do you do when your Change Management Process and Strategy start to derail? Recently, I had an opportunity to work with a leading Telecommunications company in curating* a Change Story as one of the key strategies of their major IT Change Management Plan. My task was to 1. Curate the Change Story involving 9 Business Divisions involving conversations with over 100…

Change Management Storytelling: Do you communicate like a Whale or Dolphin ?
Change Management Storytelling. How to communicate your change effectively. This blog is for you are like Min Lee. Min Lee is responsible for change management communication. At the start of the project Min Lee has created key steps to manage communication on various change activities – Surveys, Leadership Talks, Updates, Engagement Activities etc. Her plan is robust and thought out. She sticks…

Bryan Stevenson’s TED talk a great example of Storytelling
I have recently been working with TEDx Singapore to convert the selected speakers’ ideas into stories. In preparation for the sessions with the speakers, I looked at many successful TED talks and I read Talk like Ted by Carmine Gallo. Through this research I gained some fantastic insights that I wanted to share on one of the talks that was rated as…

Change Management Storytelling? Don’t Tell, just demonstrate Part 2 of 2
You are responsible for leading a change management project and you believe in that change. Carol Dweck, a researcher at Stanford University describes this belief as a Growth mindset. Contrary to your Growth Mindset, there are people with a Fixed Mindset who don’t believe in the change you wish to implement and are surreptitiously second-guessing and undermining everything you are…