Participatory approaches for organizational and social change
Organizational change depends a lot on perception. I saw the movie “Denial” recently, which is based on the book History on Trial: My Day in Court with a Holocaust Denier. The movie covers the 2001 court battle between American historian Read More …
We know we need to innovate to stay ahead of the competition, and companies try many innovation strategies to stay in front. There are innovation competitions, idea jams, hackathons, and websites for innovation practices. Although these innovation strategies generate a Read More …
One of the most powerful organizational change methods does not require much support from management—in fact, it could even be hindered by a management mandate. This occurs because often seemingly insignificant changes in behavior can profoundly affect organizational performance. Yet Read More …
In the practice of organizational change, we are trying to get people to change their minds about how they are currently acting and adopt a new behavior. Well-known Harvard Professor Howard Gardner, in his book Changing Minds, offers seven “Rs” Read More …
Dr. Morten Hansen recently stood in front of a room of over one thousand change management professionals and said “Change or die” is “dead wrong.” I saw Dr. Hansen speak in Los Angeles at the 2012 Conference of the Association Read More …
Changing behavior is the heart of organizational change, so, I when I am getting started on an initiative, like to keep focused on the question, “What will people do different?” This helps sort out what matters from abstract concepts or Read More …
By the time you were five, your mother had may have already taught you two key concepts about influencing change, without you even realizing it. Always Say Please Hopefully, your parents taught you to always say “please,” for example when Read More …
How often have you been in a meeting where someone, often your manager, said, “let’s brainstorm some ideas?” If you are working in a professional position, probably a lot. After the suggestion is made, people start tossing out ideas. But, Read More …
Well-known creativity researcher Edward deBono says that one thing we can do is to train ourselves not to take the first option that comes up. DeBono’s research found that groups that generate more options before deciding tend to make better, more innovative decisions.
There are a lot of books of training games out there, but in keeping with the theme of fun that I have been on recently, here is a quickie review of a book called Laugh and Learn by Doni Tamblyn. Read More …