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Why Now? Origins of Lead Change Part 3

Why Now? Origins of Lead Change Part 3 | Inspire to Change | Scoop.it
Posted in Leadership DevelopmentThis is the third part of a series on the origins of the Lead Change Group based on one of the key books that inspired me to take action: Tribes by Seth Godin. For links to all the posts, check out this page.
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10 Principles of Change Management

10 Principles of Change Management | Inspire to Change | Scoop.it

Way back when (pick your date), senior executives in large companies had a simple goal for themselves and their organizations: stability. Shareholders wanted little more than predictable earnings growth. Because so many markets were either closed or undeveloped, leaders could deliver on those expectations through annual exercises that offered only modest modifications to the strategic plan. Prices stayed in check; people stayed in their jobs; life was good.


Via The Learning Factor
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The Learning Factor's curator insight, November 22, 2015 4:42 PM

Tools and techniques to help companies transform quickly.

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Ten Reasons People Resist Change

Ten Reasons People Resist Change | Inspire to Change | Scoop.it
Which ones are hurting your company?

Via Alexis Assimacopoulos, Roger Francis, Lynnette Van Dyke
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Dale Carnegie Training North Central US's curator insight, November 6, 2015 3:07 PM

"The best tool for leaders of change is to understand the predictable, universal sources of resistance in each situation and then strategize around them."

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How to Embrace Complex Change

How to Embrace Complex Change | Inspire to Change | Scoop.it

For ambitious, talented executives working in dynamic global businesses, big career transitions—to new roles, organizations, industries, or geographic locations—are a fact of life. So is the need to constantly adapt to new technologies, work groups, strategies, and ways of thinking and behaving !


Via Fouad Bendris
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Fouad Bendris's curator insight, August 15, 2015 9:17 AM

A framework for navigating big career transitions ... 

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Busting the Myth That “ People Don’t Like Change ”

Busting the Myth That “ People Don’t Like Change ” | Inspire to Change | Scoop.it
In a change it is vital to think about the people and what they are going to lose (and also what their perceived losses will be).

Via The People Development Network
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Miklos Szilagyi's curator insight, July 29, 2015 5:12 AM

"...Managing change is never easy, but it can be managed more effectively by remembering that people are not resisting change – they are resisting loss..."

Rob Duke's curator insight, July 29, 2015 10:10 PM

My guess is that most cops would embrace change that preserved most of their interests (safety, ability to arrest most serious offenders, etc.).

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Five Forces of Complexity and Change

Five Forces of Complexity and Change | Inspire to Change | Scoop.it

In this chapter of The Innovation Formula Langdon Morris examines five forces of change: technology, science, culture, the human population and climate change. The convergence of these five trends largely defines the modern world and the market environment to which we must adapt and respond. Understanding them will set the framework for the choices you will have to make, and the processes you will implement in order to create and implement your own organization’s innovation process.
Complexity and change is occurring fast today, and it’s getting faster. This is not news; you’ve heard it before, and doubtless you will hear it again. You also know it from your own experience.
So while we recognize that it’s not going to be particularly useful in this book to get into an exhaustive discussion of how change is happening or why its happening, we also think it would be a mistake to skip the topic entirely. Because the bare and inescapable facts of increasing complexity and accelerating change in the external market are the major forces that define the absolute necessity for innovation in your business, and in every business. Therefore, it’s a critical issue to think about change as we set out to design your organization’s innovation process and program.


Via Alexander Crépin, Jeffrey Jablonski, Ph.D.
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How to be a more effective agent of change | Alan AtKisson | TEDxUppsalaUniversity - YouTube

Alan writes books & articles, develops strategies, creates planning methods, trains professionals, and writes music–all aimed at helping people transform complex systems. His mentor was Donella Meadows, lead author of 'The Limits to Growth'. He shares with us core methods he's developed over his surprising career....and sings about Cats in Borneo.

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David Hain's curator insight, June 30, 2015 5:25 AM

Transforming complex systems - it's the future of the world, or the world has a limited future!

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Change Management: Everything You Need To Know

Change Management: Everything You Need To Know | Inspire to Change | Scoop.it
A complete guide to change management and how you can use it for your business (including a step-by-step process).

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Ian Berry's curator insight, June 15, 2015 7:01 PM

Like the model Don't like the term change management Do like the term change leadership

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The Internet of Things Is Changing How We Manage Customer Relationships

The Internet of Things Is Changing How We Manage Customer Relationships | Inspire to Change | Scoop.it

Just as it’s hard to remember what life was like before the iPhone, it can be hard to remember business before there was CRM software — back when you still had to explain that it stood for “customer relationship management.” Today, CRM pervades the way many companies track and measure how they interact with other organizations, across many departments: marketing, sales, customer service, support, and others. CRM made it possible to determine precisely who responded to a specific marketing campaign and then who became a paying customer, which customer called the most for support, and so on. It gave companies some overall measure of revenue compared with marketing spend — something described in this 2007 article in The New York Times.


Via Roger Francis, Aki Puustinen
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The Difference Between Change and Transformation

The Difference Between Change and Transformation | Inspire to Change | Scoop.it
By Lynda Bourne

 

Most organizations that take change management seriously have processes in place to train staff, reconfigure work practices and provide frontline support to ensure the p

Via Blue Sky Change
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Darina Sainciuc's curator insight, June 1, 2015 4:00 AM

Ce quoi  un bon management du changement ?

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Tom Bennett reviews ‘Creative Schools: the grassroots revolution that's changing education’ by Ken Robinson

Tom Bennett reviews ‘Creative Schools: the grassroots revolution that's changing education’ by Ken Robinson | Inspire to Change | Scoop.it
    Man who doesn't teach kids or run schools tells us how to teach kids and run schools If you only read one book by Ken Robinson this year, don’t read this one. In fact, put the other ones down too. There, I just saved you an afternoon of being patronised.

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Creating value from change

Creating value from change | Inspire to Change | Scoop.it
There is a steadily increasing focus within organisations on managing change and maximising the opportunities change is supposed to generate through realised

Via Blue Sky Change
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Expressworks International's curator insight, May 11, 2015 11:09 AM

It you find the content of this article useful, you may find Thomas Jarocki's blog post interesting as well.

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Why Do We Resist Change?

Why Do We Resist Change? | Inspire to Change | Scoop.it
Because we’re deluded!

We all delude ourselves about our achievements, our status, and our contributions. We

Overestimate our contribution to a project;
Have an elevated opinion of our professional skills and standing among our peers;
Exaggerate our project’s impact on profitability by discounting real and hidden costs.
Many of our delusions come from our association with success, not failure. We get positive reinforcement from our successes and we think they are predictive of a great future.

Via David Hain
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David Hain's curator insight, November 11, 2015 6:12 AM

Change - what got you here can also stop you from getting there!

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Executive Coaching High Achievers: Do People Ever Really Change? - Forbes

Executive Coaching High Achievers: Do People Ever Really Change? - Forbes | Inspire to Change | Scoop.it
A year before his death, Steve Jobs told me, with intentional irony, that one of the only things that ever got him to consider a behavior change was facing his own mortality.
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21 Vital Questions to Ask Before Change

21 Vital Questions to Ask Before Change | Inspire to Change | Scoop.it
Managing change? These are 21 vital questions to ask before change. Explore these 21 vital questions to ask before change to help and guide you successfully

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Culture: The iceberg that sinks organizational change

Culture: The iceberg that sinks organizational change | Inspire to Change | Scoop.it
This is a really great infographic from Torben Rick: "Culture: The iceberg that sinks organizational change". This infographic describes what really goes on vs what we think happens! The culture of...

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Harry Cannon's curator insight, July 30, 2015 4:22 PM

Always worth doing even a quick culture check when planning changes.

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Stop Failing to Change, Part 3 - OKRs and Continuous Performance Management

Stop Failing to Change, Part 3 - OKRs and Continuous Performance Management | Inspire to Change | Scoop.it
In my previous blogs I discussed the first two phases in change management. The first...

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The Marathon Effect of Leading Change

The Marathon Effect of Leading Change | Inspire to Change | Scoop.it
When planning and leading significant changes, leaders need to be aware of the "marathon effect" of organizational change.

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Change: Less Management, More Leadership, Better Results

Change:  Less Management, More Leadership, Better Results | Inspire to Change | Scoop.it
Seventy percent of all change efforts fail to achieve their desired results. John Kotter shared that statistic in 1995, and studies support that number today. Think of all the books, articles, speeches, and workshops that you have seen or attended about change since that time. Don't you think we would be better at change by now?

Via Anne Leong, Mark E. Deschaine, PhD, Alexis Assimacopoulos, Roger Francis, Aki Puustinen
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Ian Berry's curator insight, June 24, 2015 6:34 PM

Agree 100% with the premise both in the headline and the idea of over-managed and under led I would add tapping into the great emergence of self-leadership and self-management People will bring about the required change when they see the value for themselves as well as others

Daniel Tremblay's curator insight, June 25, 2015 8:31 AM

J'adore!  La meilleure stratégie de gestion du changement n'ira nul part sans un leadership fort.  En mandat, lors de la présentation d'une telle stratégie, j'ai posé la question suivant: "Qui lead le changement?  Qui va le défendre à tous les niveaux de l'organisation".  Pas de réponse claire; en fait, surtout des réponses du type: "Certainement pas moi".

 

I love that.  The best change management strategy needs a strong leader in order to succeed.   Not long ago, during a presentation of such a change management strategy, I asked the question: "Who is going to lead the change?  Who is going to promote it across the organization".  No clear answers.  In fact, I received answers like "Certainly not me!".

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Real Vision, Real Knowledge – An Interview with Raoul Pal

Real Vision, Real Knowledge – An Interview with Raoul Pal | Inspire to Change | Scoop.it
Raoul Pal has previously co-managed the GLG Global Macro Fund in London for GLG Partners, one of the largest hedge fund groups in the world. He came to GLG from Goldman Sachs where he co-managed the hedge fund sales business in Equities and Equity Derivatives in Europe. Other stop-off points on the way were Natwest Markets and HSBC. He started his career training traders in technical analysis.Raoul retired from managing client money in 2004 at the age of 36 and now writes for The Global Macro Investor, his flagship publication on global markets, and is a cofounder of Real Vision TV, the world
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99-Year-Old Grandmother's Lessons on Change

99-Year-Old Grandmother's Lessons on Change | Inspire to Change | Scoop.it
She embraces that which improves her life, tolerates what is inevitable and discounts what is meaningless to her... pretty straightforward.

Via Blue Sky Change
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Cathryn Wellner's curator insight, June 9, 2015 1:45 PM

That kind of attitude is common in people who live well into old age.

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What You Need to Know about Resistance to Change - Switch & Shift

What You Need to Know about Resistance to Change - Switch & Shift | Inspire to Change | Scoop.it
Overcoming resistance to culture change needs reimagined. Many change teams lament the existence of resistance when they should be using it to their advantage

Via Anne Leong
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Mark Leslie: “The Key to Enduring Growth Is Strategic Transformation”

Mark Leslie: “The Key to Enduring Growth Is Strategic Transformation” | Inspire to Change | Scoop.it
A lecturer in management shows why only a select few companies manage to extend their lives decades beyond the competition.
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Women over 55 best suited to lead transformational change, finds PwC - People Management Magazine Online

Women over 55 best suited to lead transformational change, finds PwC - People Management Magazine Online | Inspire to Change | Scoop.it
HR encouraged to expand traditional definition of talent

Employers are being urged to look beyond traditional talent pools as businesses face a stark shortfall of strategic leaders able to deliver successful transformation.

According to research from PwC’s consulting business, just 8 per cent of senior managers have strategist attributes required to affect change.

Of the 6000 European professionals surveyed, the largest proportion of strategist leaders were found to be female and over the age of 55, an area of talent often “overlooked,” said Jessica Leitch, people and organisation consultant at PwC.

These females were more likely to be able to see situations from multiple perspectives, employ positive language and exercise power courageously, according to the analysis.

Via David Hain
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David Hain's curator insight, May 19, 2015 4:24 AM

Women over 55 most likely to have strategist qualities ~ PwC

Tony Brugman (Bright & Company)'s curator insight, May 28, 2015 10:25 AM

Want to transform your organisation successfully? Better employ the most-overlooked talent resource in your organisation: women of 55 years and older!