Personalized conversations were the most important single factor for the company's success. Instead of traditional workshops, Monsanto used a series of formatted small group conversations in order to address the issues at the personal level, and thus, create the desired sense of passion in each employee.

Leading Change by Asking Questions

Monsanto change leaders succeeded by asking effective questions:

▪ How to get Monsanto's people to work together better than the competitors?

▪ How could we create an environment in which employees would be more authentic, truthful, and braver?

▪ How to make employees less defensive and territorial, and more committed?

▪ How could executives with years in direct control of their operations suddenly collaborate at a new level.

Resistance to Change in the Workplace: Main Reasons