Organizational Change Management
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Change Management Research Studies

Change Management Research Studies | Organizational Change Management | Scoop.it

Some theorists maintain that commitment to change and resistance to change are linked: “resistance to change and commitment to change are not separate but related change management issues representing a continuum.“

 

As the polar opposite of resistance, other theorists have argued for 3 types of commitment.


Via Deb Nystrom, REVELN, Salima Hemani
Chris Ringer's insight:

Based on my experience, inactivity, apathy, and indifference are more concerning and stronger derailment factors than even overt noncompliance or agressive resistance. It would be interesting to plot these behavioral responses on a bell-curve during an organizational change initiative, as I think inactivity would be at the peak of the curve with few true Resistors or Champions; therefore, it is more important for change managers to effect change with the Inactives than anyone else.

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Harry Cannon's curator insight, April 12, 2013 7:56 AM

A useful contribution to thinking about resistance to change.

Salima Hemani's curator insight, April 17, 2013 10:47 AM

Useful multidimensional model for understanding the complex human response to change...

Djebar Hammouche's curator insight, April 24, 2013 9:52 PM
Change Management Research Studies
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Rescooped by Chris Ringer from Training, Learning and Instructional Design
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Building a Learning Organization - DragonSearch Digital Marketing Services & Consultants

Building a Learning Organization - DragonSearch Digital Marketing Services & Consultants | Organizational Change Management | Scoop.it
Learn how to turn your company in to a learning organization that can meet the challenges of an evolving industry.

Via Benjamin Carmel
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Benjamin Carmel's curator insight, July 5, 2013 6:00 PM

This is one of the best, easiest-to-understand and most practical short breakdown of what a Learning Organization looks like and what the main ingredients are. If you are interested in this topic, this is one to bookmark and share early and often.

Rescooped by Chris Ringer from Change Management, Organizational Effectiveness, Learning and Talent Development
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Change Management Research Studies

Change Management Research Studies | Organizational Change Management | Scoop.it

Some theorists maintain that commitment to change and resistance to change are linked: “resistance to change and commitment to change are not separate but related change management issues representing a continuum.“

 

As the polar opposite of resistance, other theorists have argued for 3 types of commitment.


Via Deb Nystrom, REVELN, Salima Hemani
Chris Ringer's insight:

Based on my experience, inactivity, apathy, and indifference are more concerning and stronger derailment factors than even overt noncompliance or agressive resistance. It would be interesting to plot these behavioral responses on a bell-curve during an organizational change initiative, as I think inactivity would be at the peak of the curve with few true Resistors or Champions; therefore, it is more important for change managers to effect change with the Inactives than anyone else.

more...
Harry Cannon's curator insight, April 12, 2013 7:56 AM

A useful contribution to thinking about resistance to change.

Salima Hemani's curator insight, April 17, 2013 10:47 AM

Useful multidimensional model for understanding the complex human response to change...

Djebar Hammouche's curator insight, April 24, 2013 9:52 PM
Change Management Research Studies
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The learning organization: an often-described, but seldom-observed phenomenon | Harold Jarche

The learning organization: an often-described, but seldom-observed phenomenon | Harold Jarche | Organizational Change Management | Scoop.it
Chris Ringer's insight:

"Learning is not something to get" - A sentiment that rings true for me, having spent a large portion of my time as a consultant training people on the Disciplines of a Learning Organization, as described by Peter Senge. As I watched people leave the training, there was always a dissonant atmosphere: excitement and confusion. Excitement because people felt energized and empowered by the training. Confusion because they mostly had no clue how to practically apply the new knowledge gained. As Jarche points out, it is not enough to have grand centralized training initiatives and formal knowledge management structures – in fact, those are just simplistic structures that support a very limited portion of a Learning Organization. The Disciplines, as I understand them, are about a personal commitment to practice and development, fostered and enhanced by organizational outlets. They are not a tangible skill that can be explicitly taught and learned in a finite environment. They are not, and, by definition, cannot be, confined to work. They are an individual shift to true accountability with yourself and respect for others in all aspects of life. They are, in many ways, an intangible change in culture, which makes the Learning Organization a seldom observed phenomenon. 

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The Most Important First Step in a Sales Process

The Most Important First Step in a Sales Process | Organizational Change Management | Scoop.it
In my first enterprise software company we developed a methodology for sales that we called PUCCKA.This post is about the “P” or pain.The point of PUCCKA was to develop a common
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