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How Change Courageous Are You? The “Serving Two Masters” Trap

How Change Courageous Are You?  The “Serving Two Masters” Trap | Change Management Resources | Scoop.it

...an overlooked statistic tells quite a story.  If only 14% believe that “everyone” is responsible for change success, how can the whole system change? Answer … it doesn’t.


...Change Agent Moment of Truth

In theory, internal consultants are neutral. In reality, many HR executives feel threatened by internal OD consultants to the point that I’ve witnessed OD consultants fired for their successes.

     

The dilemma is all about the question, “who do you serve?”

Stop the insanity of blaming the change recipients & start holding up the mirror for you, whether you are a change agent or change leader.

   

If you level the playing field, give a voice to the silent majority, and really confront change leaders and fellow change agents with their contributions to the status quo, you just might be part of the 20% instead of the 80%.

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Deb Nystrom, REVELN's insight:

Regardless of the mixed statistics about how many change initiatives fail, Ron Koller's key point about only 14% believing change is everyone's role is quite telling.   
   
Do you agree with the change roles and the in/out "everyone" is responsible for change comparisons?  

   

Moreover, in my conversation with Ron Koller recently about courage and the OD / Change Agent, have you found ways to be successful when you "level the playing field, give a voice to the silent majority, and really confront change leaders and fellow change agents with their contributions to the status quo?"

   
~ Deb

 

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Scooped by Deb Nystrom, REVELN
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5 Characteristics of a Change Agent

5 Characteristics of a Change Agent | Change Management Resources | Scoop.it

"Individuals that are successful as catalysts for change embody similar characteristics." 


Excerpts from a post by author George Couros:


1.  Clear Vision – and be able to communicate that clearly with others ...[and] tap into the strengths of the people you work with and help them see ...many ways to work toward a common purpose.


2. Patient yet persistent – ...many can get frustrated that change does not happen fast enough and they tend to push people further away from the vision, then closer.  ...change agents ...help to make sure that people are moving ahead.


3. Asks tough questions –...It is when people feel an emotional connection to something is when they will truly move ahead.  ...help people think, don’t alleviate that by telling them what to do.


4.  Knowledgeable and leads by example –...leaders have “character and credibility”...they ...can show by example  ...you have to not only be able to articulate what that looks like, but show it to others.


5. Strong relationships built on trust – ...approachable and reliable ...and not be afraid to do what is right, even if it is uncomfortable. 


Photo by visualpanic.

Deb Nystrom, REVELN's insight:

Set in a school setting, this helpful list applies to the change agent role in a variety of settings, shared from lessons learned by George Couros, a principal of "Innovative Teaching and Learning" for a school division.  ~  Deb

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