This post looks at the failure rates and costs associated with the “we will tell you about the change and train you, and you will change” approach to change.

This post highlights the services that Human-Centered Change Partners offers.

After 25+ years working in change management, learning, and knowledge management, I’ve seen how “telling and training” can create confusion, rework, and change fatigue. I started Human-Centered Change Partners to help organizations do change with people, not to them; focus on outcomes over activities; achieve better results now; and build stronger change capability for the future.

We are in a series about how we can ‘do’ change differently. In this post, I write about the importance of focusing on outcomes/results over activities.

We are in a series about how we can ‘do’ change differently. In this post, I focus on the importance of having clear, holistic goals for the change initiative. In August I will be available to work directly with organizations on their change initiatives!

In this post, I focus on the importance of being aware of what you believe about people and change. Later this year I will be available to work directly with organizations on their change initiatives.

Beginning with this post I will be sharing my perspective on how we can ‘do’ change differently. Later this year I will be available to work directly with individuals and organizations on their change initiatives.

Beginning later this year I will be available to work directly with individuals and organizations on their change initiatives. Over the next several posts I will share more about this journey. This post examines why we don’t change how we “do” change even when change initiatives don’t seem to be going well.

Beginning later this year I will be available to work directly with individuals and organizations on their change initiatives. Over the next several posts I will share more about this journey. This post is about the failure rate of change initiatives and costs associated with initiatives that don’t achieve desired results.

My blog is all about starting conversations related to thinking about and practicing change management differently, This post is different.

Hello all! This is my final post of 2025. I’m taking a look back at highlights from what I wrote about in 2025 and a look ahead at what 2026 might hold for my blog.

In this post I suggest that there are six questions that a change practitioner should partner with the business people they are working with to ask and answer before diving in to a particular change methodology, tool, template, or assessment.

With this post, I’m wrapping up a brief series on barriers to doing change “with” people rather than “to” them.

In this post I write about the 3rd of three fears people may have about doing change “with” people rather than “to” them, the fear that taking this approach means I’m not in control of the change.

In this post I write about the 2nd of three fears people may have about doing change “with” people rather than “to” them, the fear that the change will take too much time and money.

In this post I write about the 1st of three fears people may have about doing change “with” people rather than “to” them, the fear that the change won’t achieve the desired goals.

With this post, I’m starting a brief series on barriers to doing change “with” people rather than “to” them.

In this post I share why I don’t want people to feel like they are involved and included in the change management process.

In this post I share what I’m most passionate about regarding change management and invite each of us to consider how the discipline might look different in the future.

In this post, I share an overview of my “come from” regarding change management; What is my home base, from what foundation do I approach change management work?