Change Management Resources
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Suggested by Marcella Bremer
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How Provocative dare you be? - Coaching through Change Problems

How Provocative dare you be? - Coaching through Change Problems | Change Management Resources | Scoop.it
Provocative coaching is a great tool during change processes. Dare you disrupt your client to help them find a resourceful response to the change problem?


“Content is verbal and already known. I advise you to not get drawn into the story the client tells. Instead, look at how they are and who they are. The information you need to help them get unstuck is IN the process.


Points excerpted:

  • Look for nonverbal cues. Don’t always listen to what the client says!
  • Keep your attention with them completely: notice their nonverbal communication, and their patterns of telling their story, their patterns of behaving. 
  • The key is to interrupt their patterns – to distract them – to take them out of their current state of mind – to help them see the situation with fresh eyes and wake up and learn.”
  • When you’re thinking what to do next – you’re away from the present. Stay aware in the here and now with your client.”
  • The three demons that jeopardize a person’s effectiveness: muscle tension, inner noise and tunnel vision. 

    To serve the client and nothing but the client – we must provoke a resourceful response – to let them find and appreciate what is true and what is helpful in their change process.


     
Deb Nystrom, REVELN's insight:

Using a coaching approach is another helpful tool to support change implementation beyond the many barriers of risk, politeness and doing the usual thing.  This post will provoke a new perspective, through 5 minute coaching practice, so you may "think different" about your next change interaction with your clients.

 ~  Deb

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PresentationLoad's comment, November 9, 2015 5:26 AM
Nice! Change Management is realisable with PowerPoint too: http://blog.presentationload.de/grundlagen-des-change-managements/
Gust MEES's curator insight, November 10, 2015 9:41 AM
Provocative coaching is a great tool during change processes. Dare you disrupt your client to help them find a resourceful response to the change problem?

 

“Content is verbal and already known. I advise you to not get drawn into the story the client tells. Instead, look at how they are and who they are. The information you need to help them get unstuck is IN the process.

 

Points excerpted:

Look for nonverbal cues. Don’t always listen to what the client says!Keep your attention with them completely: notice their nonverbal communication, and their patterns of telling their story, their patterns of behaving. The key is to interrupt their patterns – to distract them – to take them out of their current state of mind – to help them see the situation with fresh eyes and wake up and learn.”“When you’re thinking what to do next – you’re away from the present. Stay aware in the here and now with your client.”The three demons that jeopardize a person’s effectiveness: muscle tension, inner noise and tunnel vision. 

To serve the client and nothing but the client – we must provoke a resourceful response – to let them find and appreciate what is true and what is helpful in their change process.

 
Learn more:
Scooped by Deb Nystrom, REVELN
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Motivated, Engaged Change: Thinking AND Acting Systemically

Motivated, Engaged Change:  Thinking AND Acting Systemically | Change Management Resources | Scoop.it

Acting systemically requires systems thinking in tandem. When people discover their own responsibility for perpetuating a problem, they are more motivated to change and take action outside of their own silos.

   

The Pegasus blog is a great resource for complex but not necessarily complicated change.  Here's a few excerpts on systems thinking and acting that features some gold nuggets of thinking in community, systemically.  ~ Deb

   

 _______________________________

   

“What might we have to give up as an individual organization in order to serve the system as a whole?”

 _______________________________

      

Excerpted:

   

Leaders committed to social change increasingly recognize the importance of “getting the whole system in the room.”   This means:  


  1. identifying the diverse stakeholders who impact and are affected by a problem
  2. creating forums where they can meet and share their respective points of view.

   

There are many approaches to bringing such people together, including Future Search, the World Café, and Open Space.


We call these approaches acting systemically because they facilitate communication among a wide range of stakeholders who might not have previously spoken or listened to each other.

  

...stakeholders also have individual commitments that often run counter to their espoused collective commitment.

  

...thinking systemically, people ...begin to see how they unwittingly undermine their own best intentions through their short-term actions.

  

They are moved to consider the question, “What might we have to give up as an individual organization in order to serve the system as a whole?”

  

Three options are listed in the blog post including this provocative example:

  

They might streamline or even close their own organization and shift its services to other organizations in the system who are better positioned to deliver them.    


See the full post here.

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