Change Management Resources
18.3K views | +8 today
Change Management Resources
The best, "non-partisan" change resources treasures on the planet.   For the BEST of the BEST curated news  SUBSCRIBE to our monthly newsletter via (We never SPAM!)
Your new post is loading...
Your new post is loading...
Scooped by Deb Nystrom, REVELN!

Change and Endings: Letting Go and Acceptance before New Beginnings

Change and Endings: Letting Go and Acceptance before New Beginnings | Change Management Resources |

"Successful transition through endings is a necessary skill these days. A William Bridges classic gives insights into helping endings succeed." 

This is one of my own posts on a popular summary of Bridges' work on the differences between change and transition:

  • How to help endings be successful
  • Access to a downloadable Bridges model article
  • Get the strategies list for successful endings


Sometimes an ending is a major, transformative revelation for a business, such as when CEO Darwin Smith exclaimed they needed to shut down the paper mills leading the shift to a new way of doing business.  


"It isn't the changes that do you in, it's the transitions.

...Change is external, transition is internal."  

William Bridges


Successful endings:


  • Allow you to enter the Neutral Zone (like the Black Forest) of transitions and change, according to William Bridges
Read the full article here.  The downloadable model is on Deb's TOOLS page here.
Deb Nystrom, REVELN's comment, November 24, 2012 1:02 PM
Thanks for sharing this Harry. :-)
Rescooped by Deb Nystrom, REVELN from Agile Learning!

7 Compelling Arguments for Learning & Change Success: A Whopping 47% of Influence is Peer Group

7 Compelling Arguments for Learning & Change Success:  A Whopping 47% of Influence is Peer Group | Change Management Resources |

"It becomes cool to participate."  Peer learning is on the rise!   This has implications for change success including events like Open Space.

Here's several attributes that connect with social & peer learning from a helpful post by Donald Clark that I'm reposting within the context of change management resources.

Peer learning has:


1. Powerful theoretical underpinning

  • Donald references Judith Harris’s "The Nurture Assumption," for which she received the George Miller Medal in psychology. 
  • He describes Ms. Harris' work on the psychology of learning as "brilliant (and shocking)"
  • In a deep look at the data she found something surprising: that 50% was genetic, just a few per cent parents and a whopping 47% peer group.

2. Massively scalable:  Peer learning may actually be better with large classes.  That may also be transferable to Open Space and other community events like UnConferences and UnConventions (Pinterest board & blog post link.)  

3. Learning by teaching is probably the most powerful way to learn.
Peer learning involves high-order, deep-processing activity.  The teacher may actually gain more than the learner.

His post also covers 6 more points including how peer learning:

  • encourages critical thinking, 
  • has group bonding as a side effect
  • dramatic decreases drop-out rates (DN: read, engagement)
  • increases attainment of goals, ex: "It becomes cool to participate."
  • You don’t actually need any tools to get started.  
I'll find out more about scale & Donald's other points as we engage in an Open Space peer learning event focused on the Trusted Advisor role during the ACMP 2o12 change conference in Vegas in April. (Deadline March 15th, 20o12)


Read Donald Clark's full article here.

No comment yet.
Scooped by Deb Nystrom, REVELN!

The Trusted Advisors with Open Space event was a Hit in Las Vegas!

The Trusted Advisors with Open Space event was a Hit in Las Vegas! | Change Management Resources |

"I asked the 'change elite,' how many of you know about/have participated in an Open Space event?"

Well, among change practitioners, only about 8 - 10 hands were raised in a group of over 150 attendees at the global Association of Change Management Practitioners in Las Vegas this past week, (April 1-4, 2012) where we discussed Success Secrets of Trusted Change Advisors.


"First people need to know you, then like you, then trust you."


Preliminary photos from our Open Space event are also shared on this link.  

Chip Heath, coined us as the "change elite" - that would be all of us attending ACMP 2012 conference.  Heh.  Professor Heath, Stanford, is the author of Switch: How to Change Things when Change is Hard, and was our first keynote speaker this past Sunday.

What a pleasure it was to be a part of a robust Q & A discussion with an elite group of panel-mates followed by offering Open Space to over 150.  Our panel was a mix of change leader internals at major, well-known large companies and external consultants.  

I was in a middle role, as I functioned as a hybrid internal/external while I worked at the University of Michigan in Organization Development:

  • Liz Guthridge - Session Facilitator, Connect Consulting Group;
  • Deborah Nystrom - Open Space facilitator (me); Reveln Consulting &; 
  • Jim Bohn, PhD., Global Director, CMO - Johnson Controls;
  • Gail Severini, Conner Partners;
  • Michael Nestor, Vice President, Head of Change Management, Bayer Group


And yes, it was Vegas.  I've include ONE photo on this post of my recent Las Vegas tour, the day before the conference started.   (As they say, what happens in Vegas, stays on Facebook, twitter, LinkedIn and now, ScoopIt.)

We also welcome you to the discussion via our new "Trusted Advisors" LinkedIn discussion group, which is an open, join-able group.

Check out the session Slideshare there, that includes our Open Space and Trusted Advisors handout, which I'll also upload to my Reveln blog soon in .pdf format.

Meanwhile, if any of you are in my consultant & coach, or small business circles, you may be interested in a free webinar I'm doing this evening on LinkedIn, including the  updates coming to LinkedIn. One of them is the "People you May Know" function. You can read my post about this via today's Social Media Learning Lab post here.

One of my favorite sayings that is essential to LinkedIn is listed above.  It is about building trusted, mutually beneficial connections: the know, like, and trust equation.

Thanks for stopping by!

No comment yet.