http://www.strategies-for-managing-change.com/change-management-blog.html Strategies For Managing Change en-us change management Wed, 01 Feb 2012 14:07:19 GMT Wed, 01 Feb 2012 14:07:19 GMT strategies-for-managing-change.com http://www.strategies-for-managing-change.com/the-phrase-imposed-change.html Dear Steve I really appreciate the opportunity to learn from your wealth of knowledge and experience in diverse fields. Although our domain is managing-personal-change Wed, 01 Feb 2012 14:07:16 GMT http://www.strategies-for-managing-change.com/how-do-you-identify-those-who-oppose-change-and-how-do-you-determine-culture.html I work in a non profit organization. Oftentimes, my constituents are volunteer. How do I identify those for as opposed to those against change, without Mon, 23 Jan 2012 10:04:41 GMT http://www.strategies-for-managing-change.com/leadership-versus-management.html “Those who have changed the universe have never done it by changing officials, but always by inspiring the people.” Napoleon Boneparte Sat, 31 Dec 2011 11:43:36 GMT http://www.strategies-for-managing-change.com/surviving-change.html What is the most that you could gain ...because you do have the tools and you do fully understand how to survive, manage or lead yourself, your family, your staff and colleagues through imposed change...? Sat, 31 Dec 2011 11:43:36 GMT http://www.strategies-for-managing-change.com/naveen-kumar-hr-change-management-consultant-and-coach-india.html Over seventeen years of rich professional experience in Human Resources both as an Internal Practitioner and as an External Consultant in times of unprecedented Mon, 26 Dec 2011 15:53:09 GMT http://www.strategies-for-managing-change.com/leadership-paradox.html Leadership Paradox - The Paradox Of Paradox Sun, 06 Nov 2011 18:17:57 GMT http://www.strategies-for-managing-change.com/challenges-facing-change-managers-in-devolved-governance.html There are two levels of governance in Kenya under the new constitutional framework, i.e. national government and county government. People are worried Fri, 04 Nov 2011 11:09:59 GMT http://www.strategies-for-managing-change.com/swot-analysis.html SWOT Analysis - A Useful Simple Tactical Tool But No Substitute For A Holistic People Centric Approach To Change Management Thu, 03 Nov 2011 16:51:31 GMT http://www.strategies-for-managing-change.com/business-decision-making-process.html Business Decision Making Process - How Dangerous Is Common Sense? Thu, 03 Nov 2011 15:11:33 GMT http://www.strategies-for-managing-change.com/problem-solving-strategies.html Problem Solving Strategies - The Complete Method of Creative Problem Solving Thu, 03 Nov 2011 15:11:08 GMT http://www.strategies-for-managing-change.com/mission-and-vision-statements.html Mission and Vision Statements - A Source Of Cynicism Or Peak Performance Tue, 01 Nov 2011 12:44:39 GMT http://www.strategies-for-managing-change.com/effective-time-management.html Effective Time Management - - Organise And Execute Around Priorities Tue, 01 Nov 2011 08:35:33 GMT http://www.strategies-for-managing-change.com/change-management-templates-for-CEOs.html Change Management Templates For CEOs - Starting Out Sun, 30 Oct 2011 18:39:11 GMT http://www.strategies-for-managing-change.com/change-management-templates-for-middle-managers.html Change Management Templates For Middle Managers - Ongoing Implementation Sun, 30 Oct 2011 18:38:39 GMT http://www.strategies-for-managing-change.com/change-management-templates-for-junior-managers.html Change Management Templates For Junior Managers - Managing The Transitions Sun, 30 Oct 2011 18:38:14 GMT http://www.strategies-for-managing-change.com/change-management-templates-for-non-management-employees.html Change Management Templates For Non Management Employees - Starting Out Sun, 30 Oct 2011 18:37:44 GMT http://www.strategies-for-managing-change.com/risk-management.html Risk management log defines and logs your programme risks and issues Sat, 29 Oct 2011 12:27:47 GMT http://www.strategies-for-managing-change.com/change-management-implementation.html Change management implementation Sat, 29 Oct 2011 12:21:20 GMT http://www.strategies-for-managing-change.com/change-management-risk-assessment.html Change management risk assessment is based on the premise that "organisational risk" is the inverse of "change readiness" Sat, 29 Oct 2011 12:06:56 GMT http://www.strategies-for-managing-change.com/benefits-of-change-management.html Benefits of change management - the whole reason for your change programme - to derive a benefit! Sat, 29 Oct 2011 11:57:30 GMT http://www.strategies-for-managing-change.com/barriers-to-effective-communication.html Barriers to effective communication - 5 proven barriers to effective communication in change management Sat, 29 Oct 2011 11:49:21 GMT http://www.strategies-for-managing-change.com/adkar.html ADKAR Change Model - An evaluation of its strengths and weaknesses Sat, 29 Oct 2011 11:45:57 GMT http://www.strategies-for-managing-change.com/teamwork-in-the-workplace.html A team can loosely be defined as a group of people working together towards the achievement of a shared and common goal. <p> In a change management context it is not enough for the team to simply deliver, install or implement a new capability. <p> The shared and common goal is the full realisation of the organisational benefits of the change. Thu, 27 Oct 2011 15:36:28 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#Think-More-Expertise-Will-Make-You-More-Trusted?-Think-Again! Credibility (credentials and skill mastery), which most companies put a premium on, is the least helpful in building trust. More skills training simply won’t build trust relationships. <p> Intimacy skills, however, can be quickly taught and offer perhaps the best path forward for companies to make a real and sustained impact on the trustworthiness of their people. Most companies, however, do little to develop the intimacy skills of their people, which is a missed opportunity... <p> Download the full report. Mon, 24 Oct 2011 17:47:24 GMT http://www.strategies-for-managing-change.com/as-a-leader-are-you-authentic-or-are-you-an-impersonation-of-yourself.html The way so many senior executives look at life is so prescribed, by corporate culture...they are everything they think they should be...they are impersonating themselves... <p> So what does it mean to you to be authentic in your life and as a leader? Mon, 24 Oct 2011 17:36:32 GMT http://www.strategies-for-managing-change.com/how-to-manage-change.html How to manage change - putting it all together Fri, 21 Oct 2011 07:48:24 GMT http://www.strategies-for-managing-change.com/surviving-change.html Is this right for you? <p> How much low-level detail do you want and need? Do you need extensive detailed and prescriptive checklists? <p> Are you looking for material that is project and process focused - and thus more instructive and prescriptive - or do you want to be educated? <p> There is no right or wrong view here. What matters most right now, is that you invest in the material that is best suited to your requirement. Wed, 19 Oct 2011 09:34:37 GMT http://www.strategies-for-managing-change.com/aligning-organisational-change-with-the-personal-transitions.html What I am currently struggling with is transition management within change management . Change management touches aspect internally and externally. However Wed, 19 Oct 2011 09:30:10 GMT http://www.strategies-for-managing-change.com/lessons.html How many roads must a man walk down before he figures out why 7 out of 10 change management initiatives (still) fail? Sun, 16 Oct 2011 17:59:00 GMT http://www.strategies-for-managing-change.com/inspirational-motivation.html As a change leader: "Do you allow your emotion to speak to others in a way that transcends their mind, and speaks to their heart?" Sun, 16 Oct 2011 17:46:34 GMT http://www.strategies-for-managing-change.com/change-management-methodologies.html In the context of change management methodologies, whilst project management is crucially important, good project management alone will not guarantee success. There is more... <p> A holistic perspective is needed - one that takes in the bigger picture... Fri, 14 Oct 2011 19:39:28 GMT http://www.strategies-for-managing-change.com/it-really-resonates-with-my-own-experience.html Thank you for sharing your experience in a very clear and authentic way. It really resonates with my own experience. I look forward to reading more Fri, 14 Oct 2011 07:43:42 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#Communication-Is-Not-The-Message-Sent,-But-The-Message-Received "Success in organizational change is not measured by the beauty or number of PowerPoint slides but by the feedback on your initiatives..." Thu, 13 Oct 2011 23:53:30 GMT http://www.strategies-for-managing-change.com/create-a-programme.html Implementing a change management initiative? <p> What's the difference between a new capability and a realised benefit? <p> Why does it matter? Thu, 13 Oct 2011 14:57:54 GMT http://www.strategies-for-managing-change.com/leading-change.html Planning an organisational change? <p> Your first big decision - is it incremental change i.e. within business as usual or is it step change? <p> Many change management failures occur because of the failure to make the distinction between incremental change and step change. Wed, 12 Oct 2011 18:51:42 GMT http://www.strategies-for-managing-change.com/change-management-articles.html Change management articles and resources for successful change management. Find out what's relevant to your organisation. Mon, 10 Oct 2011 08:35:28 GMT http://www.strategies-for-managing-change.com/daryl-conner.html Best approaches to change management: <p> # Recognise and address the emotional issues caused by the change <p> # Provide leadership and practical support Sun, 09 Oct 2011 13:21:12 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#Self-Knowledge-and-Mindfulness <i>Mindfulness means paying attention in a particular way: on purpose, in the present moment, and nonjudgmentally."</i> <p> Self knowledge is a key component of a mindful approach to the practise of change management. Sun, 09 Oct 2011 13:02:11 GMT http://www.strategies-for-managing-change.com/dealing-with-resistance-to-change.html Best approaches to change management: <p> # Address the root cause of human resistance to change i.e. [WIFM] "what's in it for me?" <p> # Identify those people who will be most impacted by the change <p> # Assess what the impacts will be and who will feel them most Sat, 08 Oct 2011 20:06:14 GMT http://www.strategies-for-managing-change.com/how-to-manage-change.html If change management is all about process and people - it's all about people and <b>processes that work for people</b>. Fri, 07 Oct 2011 13:22:54 GMT http://www.strategies-for-managing-change.com/what-is-change-management.html Re change management, Mike Hammer said: "<i>the human side is much harder than the technology side and harder than the process side. It's the overwhelming issue. </i>" Fri, 07 Oct 2011 13:22:54 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#The-New-Change-Management-Toolbook-is-Live! Welcome to the NEW Change Management Toolbook - checkout this excellent resource from the Change Management Community. The Change Management Toolbook is a premium resource for all change management related information, a place to network with other change practitioners (over 18,400 registered users), tap into and contribute to a growing resource base , and market your products and services. Fri, 07 Oct 2011 11:10:27 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#Herding-Strong-Egos This piece opens with the brave words: "<i>Hi. My name is Daryl Conner and I’m a methodology bigot."</i> Daryl continues: "<i>parties involved must acknowledge that they can’t unilaterally provide all that’s needed."</i> Whoaa... what nobody - no change methodology - has all the answers...? Fri, 07 Oct 2011 11:10:27 GMT http://www.strategies-for-managing-change.com/stephen-warrilow-personal-profile.html Stephen Warrilow - About me - personal profile Thu, 06 Oct 2011 19:35:43 GMT http://www.strategies-for-managing-change.com/sector-specific-questions-vs-situation-specific-questions.html Would it be ok if I sent you a few questions that I can use in my research...? Thanks Stephen, here are the questions: 1. What are some of the major Thu, 06 Oct 2011 08:51:04 GMT http://www.strategies-for-managing-change.com/case-studies.html I was just emailing you on the off chance that you might be able to point me in the right direction, I have just started a post grad course on strategic Thu, 06 Oct 2011 08:49:41 GMT http://www.strategies-for-managing-change.com/managing-individual-transitions.html First I need to thank you for this free course on managing change. I have read a lot of books on managing change but your free lesson just hit me with Thu, 06 Oct 2011 07:59:51 GMT http://www.strategies-for-managing-change.com/self-improvement-resources.html Self Improvement Resources - Managing Personal Change Wed, 05 Oct 2011 13:05:41 GMT http://www.strategies-for-managing-change.com/change-management-blog.html#Five-Ways-to-Avoid-Being-Fired-in-Five-Months Executive coach Scott Eblin's "Next Level" blog comments on the news last week of the very public sacking of Jack Griffin, from his job of CEO of Time, Inc. umhhh... just over five months after he got there....! <p> Eblin sees lessons here with wider application than the inhabitants of the C-Suites, and offers us: "Five Ways to Avoid Being Fired in Five Months" Fri, 30 Sep 2011 13:07:14 GMT http://www.strategies-for-managing-change.com/managing-change-in-the-workplace.html Managing change in the workplace - 4 key steps to incremental change within business as usual, and with processes that work for people Tue, 27 Sep 2011 12:07:26 GMT