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Resources for Change Leaders - Managing Complex Change

Resources for Change Leaders - Managing Complex Change | Change Leadership Watch | Scoop.it

A reminder, we have a companion ScoopIt site that is all about change tools & resources.  Here's a sample.   If you like it, feel free to follow us there as well as suggest good posts to enrich what we post as useful change management tools to share.


Reference from CMRsite.com ScoopIt:  


It's been awhile since I've been able to track the original source of this helpful model that was listed without an attribution in the Worthington-Brighton Change Tools book in the late 90s.


Here's the source:   The Managing Complex Change model was copyrighted by Dr. Mary Lippitt, founder and president of Enterprise Management, Ltd., in 1987.


Many experienced practitioners appreciate how it has categories for the many symptoms of ineffective change, which is why I think I've seen it at least a dozen times over the years.


A helpful handout in pdf. is available at this link: http://www.prevention.org/inc/Publications/documents/Forum_Winter_04_Managing.pdf

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A Process for Building Organizational Synergy | Change Thinking

A Process for Building Organizational Synergy | Change Thinking | Change Leadership Watch | Scoop.it
Daryl's series focuses on synergy in organizations: Before people can create and maintain synergistic relationships, they must be willing, and they must have the ability to engage with each other, understand, integrate learning, and implement what they learn.
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The Classic Change Commitment Curve, Daryl Conner's 8 Stages | Change Thinking

The Classic Change Commitment Curve, Daryl Conner's 8 Stages  | Change Thinking | Change Leadership Watch | Scoop.it

Many imitators, one original (from the 80's.)


Daryl Conner's Change Commitment Curve has been copied in many places.  This post clarifies the orgins of this classic, and often copied, with a word tweak or two, model.


Another rendition of it is listed in this recent blog post focused on managing resistance via Daryl Conner's 1993 book:  Managing at the Speed of Change.


Daryl's research from long ago spotted consistent patterns.  His model highlights a fairly predictable path organization members must travel when managing their own anxiety around change.


This path typically moves along the timeline:

  • Uniformed Optimism (blissful ignorance)
  • Informed Pessimism (informed anguish)
  • Checking out
  • Overt (public)
  • Covert (private)
  • Hopeful Realism (coming to terms)
  • Informed Optimism (realistic support)
  • Completion



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This Is Generation Flux: Meet The Pioneers Of The New (And Chaotic) Frontier Of Business | Fast Company

This Is Generation Flux: Meet The Pioneers Of The New (And Chaotic) Frontier Of Business | Fast Company | Change Leadership Watch | Scoop.it

That Fast Company identifies GenFlux seems a is a renegade idea way disrupting traditional HR staffing / people concepts for organizations.  Think "churn" as a way of being.


"The future of business is pure chaos. ...So it seems...today.  GenFlux is a mind-set that embraces instability...even enjoys--recalibrating careers, business models, and assumptions."


A variety of careers & ages are profiled in Fast Co's piece.  I remember back when "white water change" and "pinch-points of change," were 90's terms tossed out while working on the latest reorganization, staffing change or technology installation, followed by the brand, is "you" in so many words.  


Excerpts:  


"There's a difference between the broadcast and networked worlds," danah boyd (lower case by intention) and Senior Researcher at Microsoft, says. "Command and control and hierarchical structures are being disintegrated. Big companies are trying to make that slow down. They have massive internal structural issues."


...From classrooms arranged in rows of seats to tenured professors, from the assembly line to the way we promote executives, we have been trained to expect an orderly life.


Thrivers are the members of Generation Flux, who are less a demographic designation than a psychographic one.  


GenFlux is a mind-set that embraces instability, that tolerates--and even enjoys--recalibrating careers, business models, and assumptions.  ...To be successful, businesses and individuals will have to work at it.


This is no simple task. The vast bulk of our institutions--educational, corporate, political--are not built for flux. Few traditional career tactics train us for an era where the most important skill is the ability to acquire new skills.


"I don't have any personal challenges about throwing away the past. If you're not changing, you're giving others a chance to catch up." ~  Pete Cashmore, founder of the widely popular, Mashable, with more than 2 million twitter followers

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How Change Management and Emotional Change Curve Models Help Your Project

How Change Management and Emotional Change Curve Models Help Your Project | Change Leadership Watch | Scoop.it

The blog author list six fundamental change management models and suggests that project managers start by finding out what model is used within your organizations now.


He also suggests SARA: Shock, Anger, Rejection and Acceptance - from Kubler Ross, tied to an adapted Emotional Change Curve model.

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