Ann Bryson-Eldridge
What is the most important factor in the success of leaders, organizations, and change initiatives? The impact of people on your plans.
Like you, I often struggle with the impact of other perspectives, perceptions, and motivations on the grand ideas I come up with as a leadership development and change expert. Wouldn't our amazingly new and innovative ideas be so easy to implement if other people didn't insist on having opinions about them?
Many leaders struggle to gain the buy-in of their employees, peers, and supervisors, despite the quality of the plans they have designed and the importance of the changes they want to make within their organizations.
Why contact me?
- I'm a twelve-year veteran of influence without authority. From selling front-line employees on the benefits of empathy for their customers to convincing executive leadership that their presence in the classroom makes an impact, my career has been built on persuasion. You can read more in Selected Accomplishments.
- I have a record of helping organizations transform learning and culture in private business, higher education, and government settings. In all of my previous roles, I have changed the ways in which my organizations designed and executed training for an improved employee experience and improved retention.
- The process of positive change is more than a business model for me; it's the philosophy by which I live my life. In the workplace, that means considering more than just the buy-in of your employees. It means thinking about your employees workload, how often you ask employees to make major changes, and the psychological load of the work that they do. You can read more about my change philosophy, how to effectively guide change at work, and my personal change journeys on my blog, Coffee and Change.
