"During gamification experiential learning sessions, the participants ability not to listen or read the instructions could be excused, however deluded leaders blaming the facilitator cannot be!”
“Unless leadership coaches tackle unconscious incompetence, then the coachee will continue as a deluded leader”
“Life is not about being educated, but continuous learning to remain educated ”
“Deluded leaders can share some of the credit with their white lie coaches"
"There are 3 groups of employees in any change journey: ‘Advocates’, ‘Observers’ and ‘Rebels’. Each reacts differently to organisational change and will have different levels of resistance"
“Discover the joy of experiential learning with change management gamification through the Leadership of Change”
"Why is one of the most deflating comments after facilitating a learning event, is to hear a participant say:
'I knew this stuff, it is common sense' One can only hope that future application becomes evident"
“What if we could embrace change and lead the world though the Leadership of Change®”
"Even if a change is good for the organisation, some employees will resist, thus a resistance strategy should be planned"
"When facing strong change resistance, always remember the tide turns at its lowest point"
“A sign of leadership insanity is repeating the same failed change implementation approach and expecting employee change adoption”
“Without trust you will not change the employees or the organisation"
“Without team knowledge and subject matter expertise, there is little foundation to improve or change"
"Some organisational leaders see their role in a major improvement and change as starting with signing the finance approval and finishing with sending the briefing e-mail with an attached PowerPoint presentation"
"Deluded leaders and the ‘yes men and women’ that follow are barriers to successful organisational change”
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership"
“Future leaders emulate their leaders as they are perceived as successful. They replicate their behaviours but unfortunately sometimes these behaviours are counterproductive to a successful organisation”
“The a2B Change Management Framework® is a structured and disciplined programme approach, to support organisations, leadership teams, and employees going through a change”
“When the leaders of change ignore a negative behaviour, they set a new standard”
“Unless the change initiative is continually aligned to the organisation’s strategy it will not deliver benefits or value to the organisation”