Programme, Project and Change Management
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Programme, Project and Change Management
Wisdom, experience, information, ideas and thoughts gathered from the web on business programme, project and change management.
Curated by Harry Cannon
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Rescooped by Harry Cannon from The Science and Art of Motivation
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Kotter Change Communication Gap > One-Way Traffic Doesn't Motivate Change

Kotter Change Communication Gap > One-Way Traffic Doesn't Motivate Change | Programme, Project and Change Management | Scoop.it

For the past 20 years, corporate communication specialists have tried as hard as they can to tailor the message to the frontline... Unfortunately, this violates the Platinum Rule of Organizational Change:


Change is a threat when done to me,but an opportunity when done by me.


Managers often say, "but when I get everyone together to hear their perspective, it devolves into a complaint session." This brings us back to the Golden Rule of Organizational Change:

If you're not getting the response you need, 
change the stimulus. (YOU)


...this means "ask better questions" and/or structure your meetings to move beyond the complaints to a constructive place.


- See more at: http://www.howtochangemanagement.com/2013/07/kotter-change-commuication-gap.html?utm_medium=facebook&utm_source=twitterfeed#sthash.HP9c7pKP.dpuf


Via Deb Nystrom, REVELN
Harry Cannon's insight:

Managers need facilitation skills, a clear purpose and an honest ear.

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Deb Nystrom, REVELN's curator insight, July 30, 2013 10:06 AM

If the meetings are structured by those without participative change expertise, the results may be what is described on Ron's change website.


Involvement and engagement is not for the inexperienced with process tools and results.  

Those who ARE deeply experienced with vision, strategy, project development and execution may NOT have the expertise for engaging in a to z two-way communication
 through all stages, to overcome the low success rate with change inititatives.


 ~  Deb

Deb Nystrom, REVELN's curator insight, July 30, 2013 10:10 AM

Participative processes throughout a project make a huge difference here.  See the next  post for an example of the new and changing management structures for how and why.  


(Originally posted on the Science of Motivation curation stream.) 


~  D


PS:  If you are in an organization that uses yearly performance appraisals, that may be a big indicator of the problem.

Rescooped by Harry Cannon from Change Management Resources
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Change and Endings: Letting Go and Acceptance before New Beginnings

Change and Endings: Letting Go and Acceptance before New Beginnings | Programme, Project and Change Management | Scoop.it

"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

 

Excerpts:

 

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:

   

Leave room, create an open space for transitioning     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.
Via Deb Nystrom, REVELN
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Deb Nystrom, REVELN's comment, November 24, 2012 1:02 PM
Thanks for sharing this Harry. :-)