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My 3 key takeaways are:
(1) to share the "why" of change, not just the "what"
(2) change can be emotional for people; be empathetic and compassionate
(3) to involve stakeholders in the change process

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How do we influence and convince others that change is necessary?

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Focus on establishing trust, one of the key factors of successful change management in organisations.

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Pepe Le Pew, Elmer Fudd, Yosemite Sam, even Minnie Mouse - all impacted by cancel culture. Dave Chappelle, Joe Rogan, Gina Carano, J.K. Rowling - whether an animation character or just simply an animated character, no one's safe. But is it cancel or consequence? And really, how does it impact you, working with and on teams and leading people through change? Join us as we explore how leaders can make room for people to learn from their mistakes while also honoring the sentiments of those around them. We'll take a look at how we as leaders can balance the benefits and consequences of cancel culture and lead with that.

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Why Leadership Trust Is Critical in Times of Change and Disruption | CCL

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Pepe Le Pew, Elmer Fudd, Yosemite Sam, even Minnie Mouse - all impacted by cancel culture. Dave Chappelle, Joe Rogan, Gina Carano, J.K. Rowling - whether an animation character or just simply an animated character, no one's safe. But is it cancel or consequence?

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To make change stick, buy-in will need to be achieve with all stakeholders so that they understand the ongoing change process and will not act to sabotage it.

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How to achieve buy-in from the various stakeholders? Their motivations differs for various groups of stakeholders.

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1. Change impacts people, so every stakeholder needs to be aware of the change
2. The greater the change, the larger the inertia - need to breakdown changes into small steps as much as possible
3. Need to make change stick

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Change is inevitable. Change leads to more change. As long as a decision and plan to change are made, focus on executing it.

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How to convince others to support the decision and plan to change?

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(1) The objective to "change" must be clearly delivered.
(2) Execute the "change" tactfully & be sensitive to others' reactions.
(3) Involve all stakeholders in the every step of the "change" process.

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In order to manage change, employees need to be informed about the change. And any feedback from the employees, to be taken seriously. With that, change will be easier to managed.

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After implementing the change, how can the company continue with the change without reverting back to their "old ways"?

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1. Involve all the stakeholders in the change.
2. Understand that people will go through the different stages of Kubler-Ross Change Curve when dealing with change.
3. Communication is key in change management.