Organizational Change

Denial and Conspiracy Theories during Organizational Change

organizational change conspiracy theory

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 Deborah Lipstadt and Holocaust denier David Irving. Mr. Irving sued her for libel regarding how…

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Create Organizational Change by Encouraging Deviance

organizational change celebrate deviance

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 those key, high-leverage behaviors usually cannot be determined by outsiders like management or other experts.…

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Changing Minds in Organizations

changing minds image

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” for getting people to change their minds. Reason. It has to be rational and make…

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Change or Die is Dead Wrong

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 of Change Management Professionals. He was drawing from new research unveiled in his book, Great…

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Identifying Change Behaviors in Organizational Change Planning

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 technical conversations. To that end, I’ve been in a lot of organizational change discussions where…

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Obama’s Change Consultants

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 existence of this behavioral dream team…

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Change Can Be Fun!

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 the winners. And here is a…

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Guidelines for Strengthening Your Change Plan

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 is available. But the study of…

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Qualification of Organizational Change Projects

When organizational change initiatives are first initiated, they are often vague and uncertain. Sometimes those who desire the change underestimate the effort that will be required; other times, they over estimate it. I use two questions to initially frame and qualify the proposed change. How many people are affected? How much of a change will…

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