When changes succeed, trust for future changes increases — and future resistance decreases.

Once your team accepts the change, you need to celebrate their success and institutionalize the new state. 

By concealing the true status of a project, you shut down assistance from colleagues and set them up to escalate false information up the chain of command.

If properly managed, the people who express the most anger can become your biggest and most vocal supporters, often helping to convert others into supporters.

Change can inspire resistance. As a leader, it’s up to you to help people navigate the journey with minimal anxiety.

The more digital the product, the more effective agile will be.

You might think seniority or good performance will guarantee a raise and a new role. Here’s why that’s faulty logic — and how to improve your chances.

While project managers focus on the technical aspects of delivering a change — such as budget, scope and timeline — change managers focus on the people affected.

Surprise additions put a project at risk, since time and focus are lost. Avoid this by building a culture of trust and transparency on your team.

By creating or purchasing self-service tools, your IT department can decrease the cost of operation, lower queue times and increase customer satisfaction.