People-First Change Management
Nominate respected doers as champions. Run a fifteen-minute weekly check-in to surface snags and highlight wins. Micro-recognition—like a shout-out board—keeps momentum alive when novelty fades and real habits start to form.
People-First Change Management
Swap long workshops for ten-minute modules tied to specific tasks. Pair with job aids and short screen captures. Learners apply immediately, ask sharper questions, and retain more because training matches real, moment-of-need work.