Results tagged “change management” from Knowledge Jolt with Jack
If you see people as "resisting" a change initiative, maybe they just see the immediate impact of the change as "stupid" and not helping them in their goals to learn and grow.
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To create change we have to move people to a new way of acting with each other (behaviors). The concept behind Viral Change is to make those behaviors infection: spread, copy, reinforce, and spread more.
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Are you starting your change effort with a focus on evolution or on revolution? How does this impact your way of thinking about the change you need to create? How does it impact your thinking about other change efforts?
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I was listening to the Stanford DFJ Entrepreneurial Thought Leadership seminar with Mårten Mickos and I heard him say something interesting about how your customers react not so much to your product, but to how you treat the other customers.
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If change is so constant, why do we take the tried-and-true techniques to change management? Dave Gray suggests something a little different.
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I read Tom DeMarco's _Slack_. Short review: read the book, even if it is ten years old. Long review: read this entry.
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To get your collaborative culture, focus on the behaviors you want to see, not on the culture.
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Rather than asking how we do things, we need to learn from how we think about things. That is the way to translate "best practices" from one place to another.
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A New Yorker cartoon points in the wrong direction for change management.
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Classic problem of builders and buyers. People don't automatically know how to use the new widget or work in a new environment. Change leaders have to help people see and create the answers.
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Just because you think it won't work here doesn't mean that is true. What do you see instead?
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In your efforts to improve processes and make your organization more like a well-oiled machine, don't forget the people who run the machine. Given the opportunity, it is the people who will be continually making things better.
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