All categories Culture Cases Change


3 things your employees want you to know about change

For the first time in the history of change management, there exists a technology that can empower every single person in your organization to drive change.

Not activate, not engage, but empower people to drive change.

That technology is Qvest, and it’s revolutionizing organizational change management by getting people to ask questions about the things that matter most to the company.

Read more


How to make change everybody's business

When I Google “stages of successful change,” I get 171 million results. I’m not surprised by this extremely high number because change is constant and inevitable, today more than ever. We’re all searching for ways to succeed and, ideally, thrive within our relentlessly changing world.

The first search engine result informs me that there are five steps to successful change: 1) acknowledge the need for change, 2) communicate the need and involve people in developing the change, 3) develop change plans, 4) implement change plans, 5) evaluate progress, and 6) celebrate success.

Read more


Why change is all about technology, not people

Ironically, the field of change management has been resistant to change. And it won’t change until we stop believing that change is about people. It isn’t. Organizational change is primarily about technology, not people. There. I said it. If you’re a change management professional, I imagine you’re clutching your pearls right about now.

But bear with me. Before you write me off as a provocateur who doesn’t understand a thing about change management—or human beings for that matter—let me boil down my 20 years of philosophical research into one simple realization about technology:

Read more


Warning for leaders: 5 situations where it’s better not to ask

It's good to be good at asking questions. Also as a leader. But good management is also very much about when NOT to ask questions. The following are examples of five situations where you should carefully consider your questions.

Many leaders use questions to disguise their own power. Using questions in situations where the intention is to provide feedback will either play out as manipulation or turn into a responsibility game. If, as a leader, you try to convince yourself that you are "just asking” a question, when both you and the employee know very well that there is a “right answer", then you have actually abdicated your managerial responsibility.

Read more
Warning For Leaders Blog Image


Dear leader, you cannot succeed alone

Qvest is designed to solve the biggest problem that every leader, consultant and change agent face every day: You cannot succeed alone.

Being a leader - whether formal or informal, corporate or political - means being on a mission that’s bigger than yourself. If you go alone, you fail. 

The only way to succeed with a mission that’s bigger than yourself is to make other people commit to the same mission you are committed to. So, the question every leader asks - or should ask - themselves is: How do I get people onboard? 

Read more


12 dos and don'ts: How to know what employees actually talk about

Knowing what employees actually talk about sounds like a simple task. It is not. When managers and consultants show up, the conversation changes.

But there are some simple dos and don'ts to remember when you want to know what's on peoples' minds at work. And once you know what gets talked about and how it is discussed, you have a much better chance at being an effective change leader.

Read more


Why a quest is the right metaphor for change

When talking about change at work, we often speak about the journey - getting from A to B. It makes the concept appear as a linear process with only the end destination in mind.

In reality, implementing change in organizations is not a cookie-cutter linear process. Therefore, it is more helpful to think of the change process as a quest.

Read more

Better results. Faster.

Use Qvest to act on risks and opportunities.

Book a demo