Successfully engaging staff in organizational change begins with creating an organizational culture that supports change.

Now that you have identified the problem and the type of problem, we move to the next phase: generating solutions.

Once you effectively identify the problem – the real problem, you need to categorize the type of problem you have.

Understanding the steps of organizational change management is fairly simple; implementing them is not.

When you know your organization needs to change, you need staff ready, willing, and able to implement that change. But I'm a firm believer that change doesn't happen to people, it should happen with people. Learn how and why to get your staff prepared for change and how to effectively engage them in the change process.

The Greek Philosopher Heraclitus said "the only constant in life is change." If the last decade or so taught us anything, it was the truth in that statement. With change inevitable, is your organization poised to manage change, whether imposed from external forces or your choice?

The final of seven different dysfunctions of a board we address in this series, see how having a functional can take your organization to new heights.

One of seven different dysfunctions of a board we address in this series, the struggle to reach quorum usually stems from these two issues.

A dysfunctional board has a negative impact on the organization, and they often fall into these 7 different categories.

Learn how to collect the best possible data to inform your strategic plan.