Across
- 2. Any organizational obstacle that blocks or slows down a change process.
- 6. A powerful guiding alliance of change champions formed to lead the transition.
- 9. The psychological and behavioral pushback from employees facing organizational disruption.
- 14. The critical flow of two-way information needed to align objectives and reduce anxiety.
- 15. The final phase of the Change Curve where new practices become accepted as daily routines.
Down
- 1. The CVF culture quadrant focused on cohesive, family-like internal maintenance and mentoring.
- 3. The human-centered process of uncovering deep stakeholder anxieties and emotional drivers.
- 4. Strategic process used to handle executive objections and secure change plan approvals.
- 5. The shared values, beliefs, and behaviors that shape an organization's identity.
- 7. The CVF culture quadrant driven by risk-taking, entrepreneurship, and innovation.
- 8. The CVF culture quadrant defined by structured stability, efficiency, and strict control lines.
- 10. An active resistant behavior that merely masks a deeper underlying condition.
- 11. A functional, low-cost manifestation of a change solution built to gather early feedback.
- 12. The initial shock-induced phase of the psychological Change Curve where realities are ignored.
- 13. The CVF culture quadrant focused on external transactions, high competitiveness, and results.