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Debbie Crow, MOD

Helping leaders realize the full potential of their teams. Organizational Change Management | Organization Development and Effectiveness | Strategic Communications

Debbie Crow, MOD is a seasoned professional specializing in organizational development and change management.

With a background in journalism and public relations, Debbie has extensive experience working with various organizations.

She holds an Executive Masters in Organization Development (EMOD) and has a B.S. in Journalism and Religious Studies.

Debbie has held key positions such as Principal at Four Crows LLC, Director of Corporate Communications at Greif, Inc., and Senior Manager Corporate Communications at The Andersons.

Her expertise lies in helping leaders navigate constant change by fostering team buy-in, aligning with organizational goals, and developing change advocates.

Debbie Crow is dedicated to assisting businesses break the cycle of failed change initiatives and improve overall team performance.

Highlights

Aug 26 · linkedin

I'm very excited to serve as a breakout session speaker during the Bravely Leading Women's Leadership Conference on September 6. If you are within driving distance to Findlay, Ohio, I encourage you to consider attending! Here's a link to the agenda. And, in case you're interested, I'm in Breakout Session 1 😁

https://lnkd.in/esADixd6

Aug 22 · linkedin

Leaders – this quote eloquently sums up the point I’ve been making this week regarding employee resistance during change events:

“What people resist is not change per se, but loss.” -  Ronald Heifetz, Founding Director of the Center for Public Leadership at Harvard Kennedy School, Harvard University

Employee resistance during change is the result of fear, anxiety and often a sense of loss. This loss can come in the form of comfort, relationships and a sense of belonging.

When employees have a role in creating the change, not just implementing it, they are more likely to feel a sense of belonging and fulfillment at work.

Even when people know change cannot be avoided, having a voice in the change improves their perception and lowers their anxiety.

In the HBR article, ‘How to Get Your Team on Board with a Major Change,’ published two years ago this month, the authors note that to improve the effectiveness of change initiatives and the speed with which they occur, a leader must have ‘the ability to look for and work with deeper systemic forces.’

Their experience and research indicate ‘the force that has the greatest impact on change outcomes is our primary need to belong.’

Change leaders who are attentive to the forces around ‘belonging’ are careful to honor the connections that established the sense of belonging while decoupling those associations to form new ones. It’s tricky business for sure.

This article is brilliant in explaining how resistance can run so deep amongst employees. If this piques your interest, I’ve provided a link to it in the comments.

People-forward change leadership is necessary to achieve sustainable change. But it requires insight, interaction and inclusion.


Not sure if you are a change manager or a change leader? Download my free Change Management vs Change Leadership comparison (link is at the top of my profile). Get your copy today!

#changemanagement  #changeleadership #changeisgood #changecommunication

Debbie Crow, MOD
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Location

Findlay, Ohio, United States