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Abeo Verto May Insight

Abeo Verto May Insight | Change Management | Scoop.it

10 Steps to Manage Psychological Resistance to Change | The Psychology of Change Management | Why Change Management Fails | The Psychology of Organizational Change...It Doesn’t Have to be So Hard | Positive Psychology and Managing Change 

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How are Corporate Cultures Born?

When considering new job opportunities or career moves, there are lots of factors that come into play. Of course people think about salary, benefits, and potential for growth. Many employees also focus on their “fit” [1] with an organization’s culture. But where does that culture come from? The Attraction-Selection-Attrition (ASA) Model [2] was developed to explain how cultures form, how they are reinforced, and why they sometimes need to be forcibly changed.


Via Alexis Assimacopoulos
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The Attributes of an Excellent, Vital Organization

Features of a Excellent, Vital Organization: Over my professional life I would encounter certain organizations that were very impressive and I wondered a lot as to what the defining attributes of such organizations might be.  I have "noodled" this concept a lot over the years and have come up with six primary attributes or features of an excellent vital organization.  They are as follows:
 Proper Reason-to-Be and Intent:  Vital organizations tend to have proper, legitimate reason-to-be

Via Alexis Assimacopoulos
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Unlocking 'the 4 Cs' to Create a Fiercely Loyal Corporate Culture

Unlocking 'the 4 Cs' to Create a Fiercely Loyal Corporate Culture | Change Management | Scoop.it
Want to hold on to your workforce? Emphasize cooperation and collaboration, for starters.

Via Anne Leong, Alexis Assimacopoulos
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Ron McIntyre's curator insight, May 16, 8:06 AM

Totally in agreement.  Great insights.

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Confessions of a Recovering Change Agent

Confessions of a Recovering Change Agent | Change Management | Scoop.it
It took several years and several scars for me to finally admit,  “I am on the 4th step of a 12 step program for recovering Change Agents”.  Though I don’t think that I set out to be a change agent, my body of work as an educational leader is now very clear - I was and remain committed to the belief that we can and must constantly and consistently change, improve to the meet the needs of those we lead and those who are impacted by our leadership.  I continue to be consumed, driven if you will, w

Via Alexis Assimacopoulos
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Failure as Strength - The power of Failure for Innovation & Learning from Defeat

Failure as Strength - The power of Failure for Innovation & Learning from Defeat | Change Management | Scoop.it

It’s really hard to talk about failure. The "Admitting Failure" website, connected to engineering failure stories at its creation, hopes to change that. 

_____________________
   
...acknowledging failure is often a catalyst for innovation... 
_____________________

    

It is painful for civil society organizations to acknowledge when we don’t meet our goals and objectives...   The paradox is that we do everything we can to avoid these pains even though we all know failure is the best teacher and we have to be open and talk about our failures in order to learn. ....acknowledging failure is often a catalyst for innovation that takes our work from good to great.
    

To address this conundrum we need a paradigm shift in how civil society views failure.  We think this starts with open and honest dialogue about what is working and what isn’t so Admitting Failure exists to support and encourage organizations to (not surprisingly) admit failure.
 

ad·mit   /ədˈmit/
verb: 
1. To concede as true or valid <admit responsibility for a failure>
2. To allow entry <admit failure into the organization, allowing a safe space for dialogue>
 

Fear, embarrassment, and intolerance of failure drives our learning underground and hinders innovation.
    
No more. Failure is strength. The most effective and innovative organizations are those that are willing to speak openly about their failures because the only truly “bad” failure is one that’s repeated.
   
Related posts by Deb on Learning and Failure:
   

3 Success Factors for High Performance Teams, and What Gets In the Way   Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems   Union / Management collaboration: What Creates Healthy, Fit Organizations Today?     Int’l Coaching Week in SE Michigan is coming May 18-24, 2015. Reserve a group speed coaching session for your business leaders today.

 


Via Deb Nystrom, REVELN
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Deb Nystrom, REVELN's curator insight, May 3, 12:24 PM

"To begin again, this time more intelligently" is exactly why embracing failure is important to building high performing teams and to high performance cultures that truly support learning, adaptation and change.  For that reason, this innovative website is referenced on several websites, including an Oprah.com blog post about "What to Do When You're Feeling Defeated."   

Engineers Without Borders (EWB) set up this website to encourage aid workers to share their mistakes—and to kickstart future success, and then some.

After allowing for the process of accepting defeat, realize defeat and crisis can transform us, renew us, and provide a different perspective.  I may be the transformative feedback we need and have been missing.
  
~  Deb 

Reference:  Tracking the Defining Moments of Crisis Process and Practice by Amisha Mehta, , Robina Xavier. Public Relations Review, Volume 38, Issue 3, September 2012, Pages 376–382, Available online 29 December 2011

 

Kristin Newton's curator insight, May 4, 1:58 AM
Starting over fresh, with new wisdom, can be a gift in disguise.
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Is It Time To Change Your Change Management Plan?

Is It Time To Change Your Change Management Plan? | Change Management | Scoop.it

The problem with most change management plans in organizations is that they are doing just that: they are managing the change, not leading people through the change.


Via Alexis Assimacopoulos
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Julia Hartz: How Eventbrite Cracked The Corporate Culture Code

Julia Hartz: How Eventbrite Cracked The Corporate Culture Code | Change Management | Scoop.it
I recently caught up with Julia Hartz, the cofounder and president at Eventbrite. Eventbrite has generated over $3 billion in gross ticket sales, with more than 200 million tickets processed to events and experiences around the globe.

Via Alexis Assimacopoulos
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The Basic Principles of Strategy Haven’t Changed in 30 Years

The Basic Principles of Strategy Haven’t Changed in 30 Years | Change Management | Scoop.it
It’s still all about cost, price, and competitors.

Via Karl Wabst
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Karl Wabst's curator insight, April 24, 1:36 PM

Many people only read one Michael Porter magazine article that was required in an intro business class. Worse, some try to get by with a summary of his work.

 

Still others never read about strategy but swear the world is changing too fast to create strategy. Some of us don’t even know who Michael Porter is or what the Five Forces are.

 

That level of understanding won't help you apply competitive strategy theory in today's business environment.

 

Porter’s original work was published before the Internet was widely adopted by businesses. That makes it seem irrelevant to some in our technology-obsessed culture.

 

Porter updated his 1998 theories in this book. Most people will not even have to read the whole thing.

 

You owe it to yourself, your company, your shareholders and customers to get a better understanding.


On Competition,
Updated and Expanded Edition Hardcover

http://www.amazon.com/Competition-Updated-Expanded-Michael-Porter/dp/142212696X/ref=sr_1_1?s=books&ie=UTF8&qid=1429894621&sr=1-1&keywords=porter+on+competition


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Organizational culture- the business game changer

Organizational culture- the business game changer | Change Management | Scoop.it

Organizational culture the business game changer. Don't leave the organizational Pac-Man unattended - The Pac-Man is always hungry.


Via Alexis Assimacopoulos
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The organizational culture "dissolver"

The organizational culture "dissolver" | Change Management | Scoop.it

A third-degree dysfunctional leader will accelerate the dissolution or negatively affect the organization's culture through direct or indirect negative influence.


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Leadership skills that inspire change – raconteur.net

Leadership skills that inspire change – raconteur.net | Change Management | Scoop.it
Senior executives who can transform businesses are particularly valuable in an era when organisations must be lean and adaptive. But what are the skills that make someone a transformational leader and is it possible to acquire them? Dan Matthews finds out

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Roy Sheneman, PhD's curator insight, April 13, 9:20 AM

Excellent review of the challenges of leading change within an organization.

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Three keys to creating a positive culture

Three keys to creating a positive culture | Change Management | Scoop.it

It’s vital to maintain a positive culture in your company, and that means tailoring your business to a diverse range of workers.


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The Paradox Of Chaos

The Paradox Of Chaos | Change Management | Scoop.it

"We strive for order, both in our professional and personal life.  Without order, there would be mayhem and bedlam throughout our world.  We would live life in a perpetual state of turmoil and upheaval.  It would be a world ruled by confusion and chaos…and constant change.

However,...“The things we fear most in organizations – fluctuations, disturbances, imbalances – are the primary sources of creativity.”  -Margaret J. Wheatley"

 


Via Allan Shaw, Kevin Watson
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Allan Shaw's curator insight, May 24, 2:33 AM

This post by DCulberhouse is interesting. The Paradox of Chaos is an apt title - change, doubt and confusion on one hand and opportunity for invention on the other.

However, in dealing with children and parents one needs to be very careful. A stable emotional environment is vital to build confidence in children. Thus the values that underpin operations need to be explicit and maintained. The partnership with parents must be developed, nurtured and maintained.

The greater understanding of how children learn, the influences of digital technologies and broader societal changes are all bringing pressures to bear, challenges to tackle and advantageous opportunities for schools.

Our challenge as educational leaders is to keep the values and human interactions stable and positive, analyse and take advantage of the opportunities as they arise and carefully explain these opportunities to parents as they develop.

David Hain's curator insight, May 24, 6:29 AM

The balance between order and chaos matters! Nice article.

Marc Wachtfogel, PhD's comment, May 25, 11:46 AM
Thanks David and Allan for great insight!!
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Is EQ Vital for Change? • Six Seconds

Is EQ Vital for Change? • Six Seconds | Change Management | Scoop.it
“Many people in organizations find that change provides both challenges and opportunities, but often the negative part can overshadow the positive outcome at the other side of the change moment. And yet, change is a constant, in both life and work. How can we learn to navigate the emotions change brings up more positively, so that growth can be the outcome?” Tim continues, “Change is growth, it is never meant to take us down. Companionship enables us to handle change far better.”

So if change can lead to a better outcome in the future, why do so many people resist it?

Via David Hain
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David Hain's curator insight, May 22, 3:08 AM

VITAL signs that help the change process.  Interesting case study.

Tom Hood's curator insight, May 22, 4:55 AM

Research says that we can thrive from traumatic change as much as we can be setback from it. More and more we find ourselves in the midst of transformation in this VUCA world. This article gives some great perspectives on this. Love this graphic! Enjoy!


“Many people in organizations find that change provides both challenges and opportunities, but often the negative part can overshadow the positive outcome at the other side of the change moment. And yet, change is a constant, in both life and work. How can we learn to navigate the emotions change brings up more positively, so that growth can be the outcome?” Tim continues, “Change is growth, it is never meant to take us down. Companionship enables us to handle change far better.”

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The Psychology of Change Management | Co Company

The Psychology of Change Management | Co Company | Change Management | Scoop.it
How do people react to change and what can we do to increase your odds of success?

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Stop the insanity and lead your team to embrace change

Stop the insanity and lead your team to embrace change | Change Management | Scoop.it
Successful companies and more so, successful managers, embrace change. Change ensures many things for teams and individuals. The top three, in my opinion, are these:

Via Alexis Assimacopoulos
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Define Your Culture Before It Defines You

Define Your Culture Before It Defines You | Change Management | Scoop.it
The truth is that your organization is going to have a culture whether you, as the leader, define it or not. Even the lack of culture is, in and of itself, a culture. So the question is: will you step up and define your culture?

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Three Aspects of Change Management ~ Future of CIO

Three Aspects of Change Management ~ Future of CIO | Change Management | Scoop.it
Change Management is not a one time project, but an ongoing business capability.

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Organizational Change Management: How will you Change in order to Create What is Missing?

Organizational Change Management: How will you Change in order to Create What is Missing? | Change Management | Scoop.it

“It takes a pair of fresh eyes to see, but more importantly to perceive what's missing in an organization.”


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Abeo Verto Insight

Abeo Verto Insight | Change Management | Scoop.it
Abeo Verto's insight:

Abeo Verto Insight is out! Why Emotional Intelligence is Critical for Leaders...

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Changing Your Corporate Culture Means Changing Your Stories - Keeping it Human

Changing Your Corporate Culture Means Changing Your Stories - Keeping it Human | Change Management | Scoop.it

In this article on changing your corporate culture, I examine the role of storytelling in shaping, reflecting and reinforcing corporate culture.


Via Alexis Assimacopoulos
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How to beat the transformation odds | McKinsey & Company

How to beat the transformation odds | McKinsey & Company | Change Management | Scoop.it

Transformational change is still hard, according to a new survey. But a focus on communicating, leading by example, engaging employees, and continuously improving can triple the odds of success.


Via Karl Wabst
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Karl Wabst's curator insight, April 19, 10:35 PM

For many companies, the incidence of organizational change is more frequent and has impacts that reach further.

If you are on the brink of an organizational change, read this article.

If, more likely, your company is on the brink of yet another organizational change, read this and then read something by John Kotter. For example:

•    Leading Change (http://www.amazon.com/Leading-Change-New-Preface-Author-ebook/dp/B00A07FPEO/ref=sr_1_1?s=books&ie=UTF8&qid=1429496645&sr=1-1&keywords=leading+change+by+john+kotter)

•    Leading Change: Why Transformation Efforts Fail. http://www.amazon.com/Leading-Change-Transformation-Efforts-Business/dp/B000MKZ5IA

For even more, look at Prosci’s ADKAR change model. It takes a people-centric approach that meshes well with Kotter.

•    A Model for Individual Chang http://www.prosci.com/adkar-model/overview-3/

Please, just do not try to manage organizational change like any other project. It does not work. This has been well-documented for decades.

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Don’t Let Conflict Damage Your Culture

Don’t Let Conflict Damage Your Culture | Change Management | Scoop.it

You know the types. There’s the office yeller, intimidating others with vitriolic rant. There’s the passive-aggressive underminer, nodding assent but then dragging her feet.


Via Alexis Assimacopoulos
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Liz Rykert's curator insight, April 19, 11:46 AM

Thanks for finding this resource Alexis! I love the work of Ed Schein. It has figured prominently in every culture change project I have worked on. So great to have it all together! 

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The Ins and Outs of Organizational Change

The Ins and Outs of Organizational Change | Change Management | Scoop.it

The Ins and Outs of Organizational Change, Examples include implementation of new technology systems, reorganization of corporate structure, change to the mission of the company.


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