I’ve observed that change leaders need the most support when facing questions they don’t know how to answer. Therefore, the best way to help build leader’s confidence in leading change is by helping them answer the key questions common to big change projects.
All of 50 in this section were raised repeatedly during the projects I worked on. They relate to both the project management and people dynamics aspects of change. The human elements are the most challenging because they require adjustments to the current organization’s culture, the collective behav- iors that define how people treat one another and how they get things done. They are also the most important because people make change, and if you don’t help people manage their personal lives, they won’t success- fully manage the business change. Change is about people, a truism often forgotten by change leaders.
