A talk on change for those who want to hold on to teamwork, happiness at work and direction — even mid-change.
Most changes are decided far from everyday work. But research shows that 47% of employees point to their immediate manager — not top management — as the most important person during change.
That’s good news. It means you as a team — together with your manager — have far more influence on how a change lands than you might think. And the research points the same way: teams that put collaboration at the centre during change don’t just get through in one piece — they come out stronger on the other side.
What matters isn’t the pace, but whether you put each other first. Teams that invest in bringing the team together first accelerate faster afterwards. It’s not a brake — it’s a springboard. And it makes succeeding nearly three times more likely.
Entertaining, thought-provoking insight into how you hold on to teamwork, wellbeing and direction — even when change piles on the pressure.
Change doesn’t have to create resistance —
it can strengthen both teamwork and direction
Change is a hot topic right now, and Martin’s talk hits the mark.
He gives a fresh angle on reorganising and gets everyone thinking.
Martin gave a strong, energising talk on motivation and happiness at work…
…so much so that our "cheer employee" got the whole canteen cheering at Monday lunch! A fun talk I warmly recommend to others.
Martin’s entertaining talks are relevant for the team, the leadership and the whole organisation.
It works before, during and after — because the need shifts along the way. Early on, it prepares the team and builds a shared language. In the middle, it gives the energy back and takes the mystery out of the uncertainty. Afterwards, the talk consolidates what’s new before the daily grind pulls you back. Organisations that invest in all three phases have a markedly higher success rate than those who only focus on launching a change.
Sceptics shouldn’t be won over — they should be listened to. Research on change resistance shows clearly that sceptics have usually spotted something the rest of us missed — and that the strongest change process happens when their objections are used as input rather than silenced. So Martin listens to the whole group, sceptics included.
It’s recommended. Visible leadership support raises the likelihood of a change succeeding by up to 70%. When the leader sits in, it signals that the points apply to leadership too — and that’s the fastest way for a shared language to take root in everyday work.
Martin gives talks across Denmark and abroad. The talk lasts up to an hour.
The price depends on length and number of attendees. Tell us a bit about your situation in the contact form and get an answer within one working day.
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