Change Management Resources
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Change Management Resources
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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.

 
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Rescooped by Deb Nystrom, REVELN from Transformational Leadership
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The #1 Reason Leadership Development Fails - Best vs. Agile Next Practices

The #1 Reason Leadership Development Fails - Best vs. Agile Next Practices | Change Management Resources | Scoop.it

"Don’t train leaders, coach them, mentor them, disciple them, and develop them, but please don’t attempt to train them. " 

  

_____________

  
Training is transactional – Development is transformational."

_________________

  

Excerpts:  

  

A 20 item list  point out  main differences between training and development:

     

1. Training blends to a norm – Development occurs beyond the norm.

  

2. Training focuses on technique/content/curriculum – Development focuses on people.

  

4. Training focuses on the present – Development focuses on the future.

  

6. Training is transactional – Development is transformational.

  

More here:  'http://t.co/vcn5rSxa


More about leaders and being strategically & learning agile is here:




Via Dr. Susan Bainbridge
Deb Nystrom, REVELN's insight:

How does real leadership development happen?  Through development.  The authors  20 item list  point out  main differences between training and development.  Training is convenient and can reach many people, but only development make the grade in agiiity for adapting to change.


This article also reminds me of the limitations of ADDIE, a training design approach still used in many companies. By the time leadership training gets there (after design), there isn't there anymore.  ~  D

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Deb Nystrom, REVELN's comment, May 22, 2013 11:58 AM
Wow, did this hit a nerve. Great!