Change Management Resources
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Change Management Resources
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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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Top 20+ change management mistakes to avoid

Top 20+ change management mistakes to avoid | Change Management Resources | Scoop.it

"This list top 20+ change management mistakes will strike a chord on what works and especially what doesn't in leading change."


Torben Rick has compiled some classics nuggets to help you avoid the landmines. Daryl Conner's change commitment curve and a Dilbert transformation & change comic are included.


Excerpts:


#11 - Failure to understand and shape the informal organization
Organizations usually have networks and coalitions of people that help shape opinion. They can either accelerate or retard change. Ignoring or circumventing these groups can result in increased resistance.


#15 - Lack of Skills and Resources
Organizations often simply fail to commit the necessary time, people, and resources to making change work. Successful behavior change often demands the very skills the change is trying to create.  (DN:  Instead of this being a paradox, create it as a challenge goals with milestones of success, including success stories to share.)


#18 - Using the wrong indicators to measure progress
When a major change effort gets under way, executives often are scared off by the symptoms of their success. Don’t panic if you see problems vis-à-vis morale, job stress, loyalty, the trust level or job satisfaction. It could be proof that you’re doing precisely the right things.


#19 - Assume the change is complete once initial goals are achieved
Declare victory too soon, and the focus will be taken away from your efforts.  Successful companies consistently re-evaluate their change efforts to determine where other areas can be improved, such as employee development and retention, new projects and new systems and structures.


Access the full list here.

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First Follower: Change Leadership Lessons from Dancing Guy

"A new, viral classic video in that the first follower is really the dance of change leadership." 


This useful, brief video classic has been around awhile.  Yet I'm still discovering leaders and change staffers who don't know about it. Clear, compelling change teaching in under 3 minutes. ~  Deb

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The first follower transforms a lone nut into a leader.
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Excerpts:  


If you've learned a lot about leadership and making a movement, then let's watch a movement happen,  ...


Now comes the first follower with a crucial role: he publicly shows everyone how to follow. Notice the leader embraces him as an equal, so it's not about the leader anymore - it's about them, plural. Notice he's calling to his friends to join in. It takes guts to be a first follower!


The first follower transforms a lone nut into a leader. If the leader is the flint, the first follower is the spark that makes the fire.


Now here come 2 more, then 3 more. Now we've got momentum. This is the tipping point! Now we've got a movement!


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As more people jump in, it's no longer risky.

__________________________


If they were on the fence before, there's no reason not to join now. They won't be ridiculed, they won't stand out, and they will be part of the in-crowd, if they hurry.


Over the next minute you'll see the rest who prefer to be part of the crowd, because eventually they'd be ridiculed for not joining.


And ladies and gentlemen that is how a movement is made!


See the official, full transcript at http://sivers.org/ff 

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