Even when organizational change makes good business sense, the natural human reaction will still be resistance.

Organizations don’t change, people do. Meaning change only happens inside an organization when people want to change. And they usually don’t want to – which is why change fails. In fact, resistance to change is actually a human survival instinct, and traditional leadership techniques are often not effective in impacting the biases, motivations, and emotions that can influence transformation success. That’s where Daggerwing can help.

We take a human-centered approach to every type of organizational change

We bring business expertise and psychology together to help employees connect personally to the change vision – so they understand what’s changing and why, believe in the benefits, and start to live the change. We apply this expertise to these types of organizational transformation engagements:

Mergers, Acquisitions and Spin-offs

Research shows most mergers fail to deliver promised shareholder value. Why? Failure to focus on the people who make or break a successful M&A – employees. Daggerwing helps leaders identify risks and focus on ways to drive inspiration, cultural alignment, and new behaviors.

CX, Marketing, and Digital Transformation

As CEOs mandate that leaders put customers at the center of the business and keep pace with technology change, the complexity can be paralyzing. Daggerwing helps clients narrow in on what needs to change across structure, processes, capabilities, talent, and culture to enable meaningful and measurable transformation outcomes.

Organizational, Operating Model and Process Change

Leaders launch major transformations that have a tremendous impact on what an employee does, who she/he/they spend time with, and what leadership they are offered. Daggerwing helps clients close the gaps between the business need and the human reactions. Yes, people can adapt to change, but there are ways to make it easier and faster.

Put people issues first to deliver promised M&A value

After a period of Covid-driven volatility, some companies will want to capitalize on merger and acquisition opportunities. It seems logical that business leaders focus on the business side of M&A. But success requires leaders to understand and address the anxiety of employees, who can make or break an M&A. There are three people-centered strategies to help leaders put people issues first.

Get the details

Put people issues first to deliver promised M&A value

After a period of Covid-driven volatility, some companies will want to capitalize on merger and acquisition opportunities. It seems logical that business leaders focus on the business side of M&A. But success requires leaders to understand and address the anxiety of employees, who can make or break an M&A. There are three people-centered strategies to help leaders put people issues first.

Get the details

Tap into the power of psychology insights to overcome barriers, accelerate change, and make it stick

We know that focusing on what people need to know and believe can make a difference in changing what they think, feel, and do. So, we harness our expertise in the human psychology of change to influence strategy and execution:

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