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Successful Change Efforts

Positive Change: Meaning, Participation, Mastery

"Resistance to change" is often blamed when change efforts run into difficulties. But people don't resist change they see as meaningful, that they are involved in designing and feel they can handle. Maybe the cause of the difficulties lies more in how the change process is being run? Change efforts must be planned and executed to meet the need for meaning, participation and mastery. 

Psychology at Work ties together four different traditions to promote positive change:

· Best practice from the "Change Management"-tradition

· Focus on organizational culture, not just structural changes

· Scandinavian leadership and worklife tradition that emphasizes trust and employee-involvement

· Positive psychology that accentuates solution-focused methods and leveraging strengths

                                                                                  Photo: Yay Micro

Format: Courses, consulting, project participation


  • Critical success factors: What characterizes successful versus unsuccessful change efforts?
  • How to inform, involve and even inspire employees?
  • From the “burning platform” forcing a need for change to the “desired future” or vision pointing out the direction, and the steps in between
  • What is special about Scandinavian worklife, and why it is important to take this into consideration in change projects
  • Reactions to change and dealing with resistance
  • Risk-management during change processes
  • Appreciative Inquiry as a method for positive organizational development