Stacks Image 190
Managing Change
One thing is certain, change is constant, whether it is incremental, on-going, or a necessary deep, transformational change.  Leaders today need to have the skills required to address these changes and know how to manage a team through a transition.
Change, no matter how small, is difficult for most people to embrace.  While some individuals may support change efforts more quickly than others, everyone must eventually come to terms with how it will impact them personally.
Organizations that realize that change must be managed intentionally, are more likely to succeed in making the change occur more quickly and with less resistance.  
During change, there must be a high level of trust amongst teammates, communication tools must be constant and multi-faceted and team members need to be involved and updated regularly. 
“We can help organizations plan change for success and work the leaders to develop trust and communication tools to ensure successful change.”
Gerri Steadman
I am certified through Change Catalyst to deliver the Change Intelligence (CQ) Assessments and teambuilding. Become more effective personally in managing change and learn how your team can become a high performing change team. Simply contact me at:
Gerri Steadman
Stacks Image 1159

Change Intelligence Leader

'Change expert Gerri Steadman works with leaders and teams to build their individual and collective “Change Intelligence” (CQ).  Instead of simply learning about concepts “from the neck up,” participants intuitively experience change dynamics in action.'  Barbara Trautlein, PhD (See the Human Capital Investment blog) "Quit Horsing Around:  Get out of the classroom and into the field (literally)"
Stacks Image 1515

Gerri Steadman with Barbara Trautlein, creator of
the Change Intelligence Model/CQ Assessment.

Stacks Image 5098
We assist organizations in implementing the strategies and tools that create engaged teammates.” 
Gerri Steadman
Building a Culture of Engagement
Recent studies by Gallup and Great Places to Work have confirmed that an engaged workforce performs better than those who are not as engaged. There is a direct correlation between engagement survey scores and the organization’s customer service ratings, productivity and organizational financial performance.
It is essential to build a culture that fosters employee trust of management, builds strong commitment to the organizational purpose and allows employees to see their direct impact on the organization’s mission.
An engaged culture is critical to organizational success. Top rated colleges and sports teams exemplify an engaged culture.  Like employees, alumni and staff love to be on winning teams and want to be able to trust their leaders.  They cheer them on, they have "bragging rights" and remain loyal to their alma mater. They are proud of their association and the organization's reputation of success.