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Key Takeaways While motivational efforts can spark momentum, they fall flat in low-trust environments. Routinizing change is three times more effective than relying on inspiration alone.
Embed small, regular changes into the workday, make growth part of the culture, reframe change as opportunity, encourage innovation, normalize feedback and create healthy routines based on things within people’s control.
Routinizing change is the key, but it works best alongside trust-building, strong communication and genuine connection — elements that help people feel grounded amid uncertainty.
Many leaders have been led to believe that motivation and inspiration are the keys to creating high performance amid change. As a leader, you may think that hyping your team up about an upcoming change is the answer. With large organizational changes, maybe you have thought about bringing in a motivational speaker to kick things off, thinking that could be the missing piece to getting your team on board.
As a keynote speaker who speaks about thriving amid change, what I am about to tell you may surprise you.
Inspiration alone is not the answer.
So, then what is? When you are looking to create sustainable success amid long-term consistent change, routinizing change can make all the difference. Making change an expected part of the workday can turn something scary that just happens here and there into something natural and routine.
Why inspiration can fall flat in a low-trust change environment
As a leader, you are faced with constant change. Technology and AI are constantly evolving. Roles are shifting. Markets are changing. Amid constant disruption, leaders are setting the example for how to handle the ever-shifting dynamics in the workplace.
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