Training Yourself as a Change Agent
2010-09-28
From time to time, people ask me for a reading list or how to get education as an organizational change practitioner or consultant. For an extended path, here are some starting points. Reading Classics Managing at the Speed of Change (Daryl Conner) Leading Change (John Kotter) Transitions (William Bridges) ReframingRead More →
Obama’s Change Consultants
2010-09-03
Last year there was an article in Time about how the Obama administration was consulting experts in the science of influence to devise campaign strategies. The work of Robert Cialdini was mentioned, and I’ve since read his book Influence and thought it was excellent. Additionally, the article said The existenceRead More →
Change Can Be Fun!
2010-08-24
The problem with getting people to change might be that we don’t make it fun enough. Check out this video below, where some people wanted to get more people using the stairs rather than the escalator. httpv://www.youtube.com/watch?v=2lXh2n0aPyw This was part of a contest called “The Fun Theory.” Here are theRead More →
Flexible Change Services for Every Situation
2010-07-19
Create shifts of mind and create greater adoption using proven methods of organizational change.Read More →
Personal Transformation
2010-07-19
Changing the world starts with changing yourself. When your strengths and passions are aligned with your goals, you can do great things.Read More →
Social Transformation
2010-05-19
When we are aligned personally, we can create a better society.Read More →
Change Leadership Guidelines
2009-11-19
Organizational change initiatives need active change leadership. While they also need strong engagement from all levels of the organization, several studies have indicated that absence of vigorous change leadership, often called sponsorship, is one of the prime causes of the failure of change initiatives. Often, the problem is that whileRead More →
Quick Guide to Survey Design for Organizational Change
2008-12-07
Surveys, interviews, and questionnaires are important tools for gathering feedback from stakeholders during organizational change. An organizational change plan always involves some form of stakeholder analysis or research, so asking good questions is critical. As a result, I get asked for a lot of advice on designing surveys, so IRead More →
Guidelines for Strengthening Your Change Plan
2008-12-03
Frequently, the intention to change and organizational inertia clash so that nothing ends up actually changing. Smart people spend a lot of time coming up with the change, but comparatively little time on the change plan, which so often involves only a launch email and an announcement that training isRead More →