--- title: PMA Blog | Change Happens description: Change Happens | Great ideas in team and leadership development --- [![PMALogo.jpg](https://blog.pmaphil.com/hs-fs/file-2568491770-jpg/Pmaphil-Feb2015_images/PMALogo-Nooutlinekw-6-14-12.jpg?width=226&height=132&name=PMALogo-Nooutlinekw-6-14-12.jpg "PMALogo.jpg")](http://www.pmaphil.com) [![Learn More](https://no-cache.hubspot.com/cta/default/465278/a88b2d17-e736-4b2e-8665-27561e7a69ba.png)](https://cta-redirect.hubspot.com/cta/redirect/465278/a88b2d17-e736-4b2e-8665-27561e7a69ba) # The PMA Blog [![](https://blog.pmaphil.com/hubfs/iStock-1004114252.jpg) ](https://blog.pmaphil.com/navigating-negative-change-a-guide-for-managers) ## [Navigating Negative Change: A Guide for Managers](https://blog.pmaphil.com/navigating-negative-change-a-guide-for-managers) [fa icon="calendar'] 1/31/25 2:19 PM / by [Deb Cullerton](https://blog.pmaphil.com/author/deb-cullerton) posted in [Organizational &Talent Development](https://blog.pmaphil.com/topic/organizational-talent-development), [Leadership Matters](https://blog.pmaphil.com/topic/leadership-matters), [HR Executives](https://blog.pmaphil.com/topic/hr-executives), [Change Happens](https://blog.pmaphil.com/topic/change-happens) [[fa icon="comment"] 0 Comments](https://blog.pmaphil.com/navigating-negative-change-a-guide-for-managers#comments-listing) 300 job cuts were announced today by Stripe, mostly engineers and analysts.  The recent wave of layoffs in the tech sector serves as a stark reminder that change, particularly unexpected and disruptive change, is an inevitable part of the business landscape in 2025. We've worked with many teams going through changes over the years, but now seems like an important time to help people through the toughest kinds of change.  For managers, the challenge lies not just in surviving these upheavals but in guiding their teams through them with empathy, resilience, and a focus on the future. [Read More [fa icon="long-arrow-right"]](https://blog.pmaphil.com/navigating-negative-change-a-guide-for-managers) [![](https://blog.pmaphil.com/hubfs/Stock_photos_and_images_of_people/Sad%20businessman%20leaving%20his%20company%20while%20he%20is%20holding%20a%20box.jpeg) ](https://blog.pmaphil.com/avoid-losing-talent-in-the-great-resignation-from-change-overwhelm) ## [Avoid Losing Talent in the "Great Resignation" from Change Overwhelm](https://blog.pmaphil.com/avoid-losing-talent-in-the-great-resignation-from-change-overwhelm) [fa icon="calendar'] 6/21/22 12:01 PM / by [Deb Cullerton](https://blog.pmaphil.com/author/deb-cullerton) posted in [Organizational &Talent Development](https://blog.pmaphil.com/topic/organizational-talent-development), [All About Teams](https://blog.pmaphil.com/topic/all-about-teams), [Leadership Matters](https://blog.pmaphil.com/topic/leadership-matters), [Change Happens](https://blog.pmaphil.com/topic/change-happens) [[fa icon="comment"] 0 Comments](https://blog.pmaphil.com/avoid-losing-talent-in-the-great-resignation-from-change-overwhelm#comments-listing) **During Times of Change, Communicate, Communicate, Communicate** The flight was just about to take off, when abruptly it turned around and headed back to the gate.  The pilot told us it was a mechanical problem and that they'd get back to us.  And then they didn't.  For the next 15 minutes I watched people begin to spiral into a panic.  Should we call customer service?  Should we get off the flight?  What kind mechanical?  Any time estimates? [Read More [fa icon="long-arrow-right"]](https://blog.pmaphil.com/avoid-losing-talent-in-the-great-resignation-from-change-overwhelm) [![](https://blog.pmaphil.com/hubfs/Information_overload/highway%20road%20going%20up%20as%20an%20arrow.jpeg) ](https://blog.pmaphil.com/coaching-for-transformation-not-transfer) ## [Coaching for Transformation not Transfer](https://blog.pmaphil.com/coaching-for-transformation-not-transfer) [fa icon="calendar'] 11/26/19 1:00 PM / by [Deb Cullerton](https://blog.pmaphil.com/author/deb-cullerton) posted in [Organizational &Talent Development](https://blog.pmaphil.com/topic/organizational-talent-development), [All About Teams](https://blog.pmaphil.com/topic/all-about-teams), [Leadership Matters](https://blog.pmaphil.com/topic/leadership-matters), [HR Executives](https://blog.pmaphil.com/topic/hr-executives), [Change Happens](https://blog.pmaphil.com/topic/change-happens) [[fa icon="comment"] 1 Comment](https://blog.pmaphil.com/coaching-for-transformation-not-transfer#comments-listing) It happens all the time.  Two people are using a word and believe they are aligned on its definition, but their different interpretations lead to big misses in execution.  When this happens with a common word like** coaching**, the results fall short and leave people scratching their head.  I was recently in New York teaching a **Coaching for Peak Performance** class with a group of front-line managers. "How many of you actively coach your team members?"  (80% of the hands went up) "How many of you coach both proactively for development and reactively for "just-in-time" learning?" (60% of the hands went up) It didn't make sense to me.  I was missing something.  How could they be coaching and still not getting the results?  [Read More [fa icon="long-arrow-right"]](https://blog.pmaphil.com/coaching-for-transformation-not-transfer) [![](https://blog.pmaphil.com/hubfs/Stock_photos_and_images_of_people/Know%20your%20Role%20sign%20with%20clouds%20and%20sky%20background.jpeg) ](https://blog.pmaphil.com/be-an-advocate-for-change) ## [Be an Advocate for Change](https://blog.pmaphil.com/be-an-advocate-for-change) [fa icon="calendar'] 9/14/18 3:48 PM / by [Deb Cullerton](https://blog.pmaphil.com/author/deb-cullerton) posted in [Change Happens](https://blog.pmaphil.com/topic/change-happens) [[fa icon="comment"] 0 Comments](https://blog.pmaphil.com/be-an-advocate-for-change#comments-listing) It's not always easy for managers to know what their role is during changes.  Here are two big ones. [Read More [fa icon="long-arrow-right"]](https://blog.pmaphil.com/be-an-advocate-for-change) [![](https://blog.pmaphil.com/hubfs/Stock_photos_and_images_of_people/Woman%20with%20deaf%20phone.jpeg) ](https://blog.pmaphil.com/say-what-now-4-steps-to-managing-resistance-to-change) ## [Say What Now? 4 Steps to Managing Resistance to Change](https://blog.pmaphil.com/say-what-now-4-steps-to-managing-resistance-to-change) [fa icon="calendar'] 4/6/18 2:47 PM / by [Stephanie Sibille and Deb Cullerton](https://blog.pmaphil.com/author/stephanie-sibille-and-deb-cullerton) posted in [Organizational &Talent Development](https://blog.pmaphil.com/topic/organizational-talent-development), [All About Teams](https://blog.pmaphil.com/topic/all-about-teams), [Leadership Matters](https://blog.pmaphil.com/topic/leadership-matters), [HR Executives](https://blog.pmaphil.com/topic/hr-executives), [Change Happens](https://blog.pmaphil.com/topic/change-happens) [[fa icon="comment"] 0 Comments](https://blog.pmaphil.com/say-what-now-4-steps-to-managing-resistance-to-change#comments-listing) Think back to the last time you suggested a new idea to someone else. It could have been as simple as a new recipe for dinner at home, or as involved as suggesting a new way to solve a complex problem at work. How was that information received? Did people go along with your suggestion, or were you met with resistance that surprised you? In our ***Change Leadership*** and ***Change Readiness*** workshops, we often begin by polling the room and asking who thinks that they respond well to change. Here is what normally happens: a handful of hands go up immediately (maybe 1/3 of the room), some people admit that they’re not too fond of change, and most people will say that ***it depends**. * People are open to change when it directly benefits them, or better yet, when it was *their suggestion*.  So what is a leader to do when a change coming from the organizational leadership is met with resistance?  [Read More [fa icon="long-arrow-right"]](https://blog.pmaphil.com/say-what-now-4-steps-to-managing-resistance-to-change) [All posts](https://blog.pmaphil.com/all) ### Subscribe to Email Updates - Recent - Popular - Categories ### Lists by Topic - [Leadership Matters (29)](https://blog.pmaphil.com/topic/leadership-matters) - [Organizational &Talent Development (27)](https://blog.pmaphil.com/topic/organizational-talent-development) - [Productivity for All (24)](https://blog.pmaphil.com/topic/productivity-for-all) - [HR Executives (19)](https://blog.pmaphil.com/topic/hr-executives) - [All About Teams (17)](https://blog.pmaphil.com/topic/all-about-teams) - [Trainers and Facilitators (6)](https://blog.pmaphil.com/topic/trainers-and-facilitators) - [Change Happens (5)](https://blog.pmaphil.com/topic/change-happens) - [Leadership Development (5)](https://blog.pmaphil.com/topic/leadership-development) - [WS + AI (2)](https://blog.pmaphil.com/topic/ws-ai) - [Change Readiness (1)](https://blog.pmaphil.com/topic/change-readiness) - [Insider (1)](https://blog.pmaphil.com/topic/insider) [see all](https://blog.pmaphil.com/topic/change-happens#) ### Posts by Topic - [Leadership Matters (29)](https://blog.pmaphil.com/topic/leadership-matters) - [Organizational &Talent Development (27)](https://blog.pmaphil.com/topic/organizational-talent-development) - [Productivity for All (24)](https://blog.pmaphil.com/topic/productivity-for-all) - [HR Executives (19)](https://blog.pmaphil.com/topic/hr-executives) - [All About Teams (17)](https://blog.pmaphil.com/topic/all-about-teams) - [Trainers and Facilitators (6)](https://blog.pmaphil.com/topic/trainers-and-facilitators) - [Change Happens (5)](https://blog.pmaphil.com/topic/change-happens) - [Leadership Development (5)](https://blog.pmaphil.com/topic/leadership-development) - [WS + AI (2)](https://blog.pmaphil.com/topic/ws-ai) - [Change Readiness (1)](https://blog.pmaphil.com/topic/change-readiness) - [Insider (1)](https://blog.pmaphil.com/topic/insider) [see all](https://blog.pmaphil.com/topic/change-happens#) ### Recent Posts #### About Us > ## At PMA, we understand people are the lifeblood of any organization, and we are dedicated to helping them reach their full potential. 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