Organizational Change
Managing Change by Changing the Conversation
I’ve always liked Peter Block’s statement, “To change the organization, change the conversation.” Creating organizational change is largely about organizing the right conversations between the right people—that’s how relationships and ways of working together are altered. Deepening that notion, I was at a dinner with Peter at a friend’s house the other night, and I…
Read MoreTipping Point Redux
Review of the three rules of the Tipping Point in light of current research
Read MoreDenial and Conspiracy Theories during Organizational 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 Deborah Lipstadt and Holocaust denier David Irving. Mr. Irving sued her for libel regarding how…
Read MoreCreate Organizational Change by Encouraging Deviance
Changing Minds in Organizations
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…
Read MoreIdentifying Change Behaviors in Organizational Change Planning
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…
Read MoreChange Can Be Fun!
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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