Knowing what motivates humans in organisations to change allows us to focus our team’s efforts on what works rather than spend time on what doesn’t. It is simple and comes down to just one thing.
Once you know, and can recognise how we make our choices, assessing the risk and building a change strategy or approach becomes easy.

Imagine having a conversation with one of your leaders to advise them on shifts in their leadership style, the style that they believe has made them successful.
This article looks at why a tough conversation is important as a tactic, why we avoid them, and offers practical steps to being fearless.