Change Management Speaker

  Keynote Speaker. One of North America’s leading Transition Specialists. An expert in change management, Mark reveals strategies that produce dramatic results!  

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The Rules of Engagement

Dennis Kinlaw states that for an organization to stand the test of time there must be high levels of employee engagement. He simplified the complex for us and consolidated the array of much studied motivators into four factors called the Pillars of Commitment

There is no one action that will ensure employee commitment. Rather, research indicates that an environment of engagement needs to be nurtured. Kinlaw identified four key areas that reinforce a culture of commitment: clarity, competence, influence, and appreciation.

Let us consider how these four pillars support commitment in an organization. In the long term, all four pillars are needed to support the structure. However, if one pillar is missing or weak, for a period of time, the structure will still stand. If two pillars are missing, the structure will become unstable. Of course, the goal is not to see how long we can keep the structure standing with the least number of pillars! The objective is to provide the support that is needed—to undergird and promote a commitment to commitment.

Dr. Mark DeVolder is a truly motivational speaker who will equip your team to improve individual and organizational effectiveness with the tools, inspiration and momentum to accelerate performance! 

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What is the Cost of Employee Disengagement?

Employee disengagement is extremely costly. It seeps into the work atmosphere, infects the workforce, and affects every part of the organization. The results include increased absenteeism, negativity, and internal conflict. When this happens, the workplace is not a happy place to be.

The attitude and actions of employees can make or break client (internal and external) relationships. The actual cost of a dissatisfied client is not just one transaction or interaction but the loss of the “trust and confidence” of that client.

Delivering poor quality services, missing deadlines, or sending the wrong product are all issues which can be readily linked to a disengaged employee. The impact of lost or diminished business can often be substantial, even to the point of threatening the survival of the company.    

How many people can one disengaged employee affect? Imagine just 5-10 customers, colleagues, or acquaintances hearing repeatedly that XYZ Company is a bad place to work. Not only can this negative buzz hamper immediate productivity, it can also damage the reputation of the company‟s brand in the marketplace and affect the company‟s ability to attract quality employees in the future.

The financial cost of employee turnover has actual and hidden costs:  the time required to recruit and train new employees and the potential loss of service during the vacancy period. 

In addition, it is costly for a company to identify the disengaged employee, understand the reasons for the disengagement, and implement the actions required to improve the situation.  

Do you need to recharge your team? Would you like to see your employees and organizations on fire?

Dr. Mark DeVolder is known for cutting edge content, valuable takeaways, entertaining audience interaction, all illustrated by unstoppable humour and memorable stories. People leave with tools and a template to re-energize, re-engage and transform their workplace and life!

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What are the Characteristics of Engaged Employees?

“ Every Employee should be able to pitch ideas, be taken seriously, and bring their creativity to life” Will Yakowicz 

Engaged Employees:

* are enthusiastic and energetic - they go the extra mile

* care about what they do and have a sense of purpose in their work

* have positive attitudes towards the organization and its values

* feel  valued for their contributions

In highly engaged organizations, leaders are more visible and have a high level of personal engagement. They act as role models by demonstrating organizational values and they build relationships at all levels. As a result, employees feel informed, valued, and respected and come to share their leaders' passion and commitment to success.

“Organizations with high engagement are 78% more productive and 40% more profitable than those organizations with low levels of engagement” Hewitt Quarterly 2008

Mark DeVolder is a motivational speaker who will equip your team to improve individual and organizational effectiveness with the tools, inspiration, and momentum to accelerate performance!

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Change Management Speaker was Voted #1!

From the Vernon Morning Star...

“ A prestigious honour has been bestowed on a Vernon resident. 

Mark DeVolder, an International Change Management speaker, has been awarded the top 25 speaker designation in 2016 by Speaking.com, a U.S. speakers bureau.

“Thank you to all of my clients, friends and especially the people of Vernon for their enthusiastic support,” said DeVolder.

Each year, Speaking.com recognizes 25 speakers based on expertise, professionalism, presentation skills, original contribution to the field and public votes cast at the Speaking.com website.

More than 25,000 votes were cast from around the world for the 2016 nominees.

In January, it was announced that DeVolder was voted No. 1 in the top 25 speaker awards. The others include Nobel Prize winners Joseph Stiglitz and Muhammad Yunus, and Shark Tank star Daymond John.” 

All around the world and on four continents, Dr. Mark DeVolder prepares people for change. 

Dr. DeVolder has engaged and delighted audiences from Monaco to Dubai, from Singapore to Jamaica and from Istanbul to Kuala Lumpur. Mark is represented by over 80 top speaker’s bureaus on four continents. He has helped Colombian business leaders to get ready for the NAFTA Free Trade Agreement. He has offered guidance for the ending of the NASA space shuttle program. He has also coached world industry leaders in mergers and acquisitions. 

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Resilience is the Process of Adapting Well in the Face of Stress, Suffering or Trauma

Most people respond to adversity with strong emotions and a sense of uncertainty. These emotions and uncertainty usually cause problems in the workplace. People who adjust to stressful conditions have learned to be resilient.

Paul Stoltz writes...

“All our core stories are about what happens when human beings and adversity collide. From those moments tragedies unravel and greatness is spawned. Adversity both destroys and elevates.” Read the full article here

Are you in the midst of a major change or planning for effective implementation? Consider the overwhelming benefits that building resilience in your employees will have in successfully implementing a change!

Our Resiliency Self-Assessment Questionnaire will help you identify strengths, as well as making you aware of areas for improvement. 

Dr. Mark DeVolder “The Change Specialist”

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Change Management Training

Managers at all levels often feel underprepared when faced with difficult “people problems” such as resolving conflict, managing change, employee engagement, building trust … and a host of similar situations that fall outside their skill set and experience.   Mark DeVolder provides coaching to fill a variety of needs and provide expertise in specific areas.

Change Management Change management coaching enables leaders to hone their skills in providing support and guidance for those going through the process of change. Managers receive the tools to help people accept the change, reorient themselves and create a new beginning.

Resolving Conflict Often people in the midst of conflict lose their objectivity. Prior to mediation, as well as during, we help people understand and articulate their needs and interests. We also assist people to gain insight into the needs and interests of the other party in order to remove mutual roadblocks and find common ground.

Managers Executives receive the support they need to pursue their vision. Depending on their requirements, leaders get help in personal development, leadership, communication, change/transition and goal setting.

The coaching/consulting role of Mark DeVolder is to devise and implement solutions that address existing challenges. These often involve working relationships, staff training & development, managing change & transitions, and team building.  In all of these areas, Dr. DeVolder undertakes to help employees work cooperatively, create healthier workplace environments and increase productivity.

MarkDevolder “The Change Specialist”