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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6 Completely Unhelpful Cliches About Change (Management)

6 Completely Unhelpful Cliches About Change (Management) | Programme, Project and Change Management | Scoop.it

I suppose that every profession has its (negative) stereotypes, but some days it seems like change management has more than others. &nbs...


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Harry Cannon's insight:

What not to do in Change Management!

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David Hain's curator insight, December 3, 2013 4:01 AM

Only 6 cliches on change - there is a whole bookful available!  But these are a good start...

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10 Life Lessons You Should Unlearn

10 Life Lessons You Should Unlearn | Programme, Project and Change Management | Scoop.it
By Martha Beck In the past 10 years, I've realized that our culture is rife with ideas that actually inhibit joy.

Via F. Thunus
Harry Cannon's insight:

Some useful thoughts here that can relate to personal transformation during change.

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Clement Boye's curator insight, November 14, 2013 4:20 AM

La joie est un mot qui me passionne. il est sentiment, valeur, émotion état et intègre tout en lui , l'amour, la vie, la paix, l'estime de soi, le plaisir, le bonheur, la tendresse et la liste est sans fin, je suis fasciné

Eva Rider's curator insight, November 14, 2013 2:24 PM

There is much wisdom in this advice and a reminder to listen to our feelings, instincts, intuitions before tossing them out to join the herd.

or as Oscar Wilde said so succintly, "Be yourself. Everyone else is already taken".

 

 

 

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The Tyranny of Transitions

The Tyranny of Transitions | Programme, Project and Change Management | Scoop.it
Like many of my fellow OD practitioners, I have made good use of Elizabeth Kubler Ross’s work “On Death and Dying” in my practice. In particular, her work on transitions and taking this from the re...

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Harry Cannon's insight:

Thoughtful article on the limitations of the Kubler-Ross curve when used for managing transitions.

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Communicating change: “Me” before “we,” then “us” | SmartBlogs

Communicating change: “Me” before “we,” then “us” | SmartBlogs | Programme, Project and Change Management | Scoop.it
I can’t believe I’m going to do this. I’m about to share my secret weapon for change communications. When I tell you my methods you’ll say, “Right, I knew

Via Blue Sky Change
Harry Cannon's insight:

Me, We then Us then the Customer. Probably the opposite to how the leaders think of change, but skip a step when communicating change and you will surely have to go back and collect people.

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Project Management Principles Every Business Person Should Use

Project Management Principles Every Business Person Should Use | Programme, Project and Change Management | Scoop.it
For the uninitiated the term Project Management might sound like an exotic, uncharted and illusive idea. After all, in the majority of the cases, our encounter with the term ‘project’, let alone ‘p...
Harry Cannon's insight:

Perhaps PM is not so mysterious after all!

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11 Simple Rules For Getting Along With Others

11 Simple Rules For Getting Along With Others | Programme, Project and Change Management | Scoop.it
These 11 simple rules, first presented by Dave Packard at HP's second annual management conference in 1958 are timeless. (As we head into Monday, here's some great pointers to make your week a better one interpersonally:...

Via F. Thunus
Harry Cannon's insight:

You won't go far wrong with these. Easier read than done, of course. Hence rule 11:)

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Seven top tips for leading through uncertainty

Seven top tips for leading through uncertainty | Programme, Project and Change Management | Scoop.it
Many leaders are currently facing the challenge of leading in conditions of uncertainty and unpredictability. Yet much leadership is predicated on the assumption of a relatively stable / foreseeable future - for which plans can be made.

Via F. Thunus
Harry Cannon's insight:

Worthwhile tips for any project manager facing uncertainty. Don't wing it though - you still need a plan as a baseline.

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Philippe Vallat's comment, October 1, 2013 3:22 PM
That's a good one, thanks!
Philippe Vallat's curator insight, October 1, 2013 3:25 PM

In short:

- Keep Leading

- People First

- Engender hope and optimism

- Learn to Love Emergence and Discovery

- Call on the Collective Intelligence of Your Unit

- Have Many Review and Reflection Points

- Reveal Your Authenticity and Integrity

Djebar Hammouche's curator insight, October 6, 2013 11:38 AM

Seven top tips for leading through uncertainty 

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LeadingAnswers: Leadership and Agile Project Management Blog: 9 Ways PMOs Can Help Agile Projects

LeadingAnswers: Leadership and Agile Project Management Blog: 9 Ways PMOs Can Help Agile Projects | Programme, Project and Change Management | Scoop.it
It may not always be apparent but the goals of the Project Management Office (PMO) and agile teams are well aligned. Both groups want to get to the same destination: namely successful projects and happy stakeholders.
Harry Cannon's insight:

PMOs must move on from support and compliance to owning business benefits for the investment made.

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Five simple principles to change how we make change

Five simple principles to change how we make change | Programme, Project and Change Management | Scoop.it
“ Five ways to make real progress.”
Via Andrea Strube, Abeo Verto
Harry Cannon's insight:
Good set of principles - love the idea that objections to change don't change!
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How the science of behaviour change can help with sustainability

How the science of behaviour change can help with sustainability | Programme, Project and Change Management | Scoop.it
Les Robinson shares his tips on how the science of behaviour change can help to make sustainability initiatives more effective

Via Blue Sky Change
Harry Cannon's insight:

In a nutshell - less lecturing and more listening.

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John Michel's curator insight, September 22, 2013 8:02 AM

It's a delusion we can change peoples' behaviours. Instead, people change their own behaviours. Our role is to create an enabling environment and provide opportunities for people to become inspired by what their peers have achieved. When we offer people a chance to take a step closer to the lives, businesses or farms they dream about (and we make that change feel safe) then they'll do the changing for us.

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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.

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Practical Advice for Managing Change Resistance | Jason Little

Practical Advice for Managing Change Resistance | Jason Little | Programme, Project and Change Management | Scoop.it
Harry Cannon's insight:

Thoughtful advice for when you need to get more engagement.

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Change Management Might Finally Be Ready to Change | Social Learning Blog

Change Management Might Finally Be Ready to Change | Social Learning Blog | Programme, Project and Change Management | Scoop.it

The practice of Organizational Change Management (OCM) has gained a lot of momentum over the past couple of decades. In fact, Amazon.com sells more than 900 books...


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Harry Cannon's insight:

Kotter fans can get a summary of his latest thoughts on the 8 steps.

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Creating change champions in your organization | simply communicate

Creating change champions in your organization | simply communicate | Programme, Project and Change Management | Scoop.it
Harry Cannon's insight:

A straight-forward guide to change champions.

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Conversations on Health Leadership and Appreciative Inquiry

Conversations on Health Leadership and Appreciative Inquiry | Programme, Project and Change Management | Scoop.it
“ At the BC Health Leaders conference, the BCHLDC hosted a conversation using Appreciative Inquiry and graphic recording.”
Via F. Thunus
Harry Cannon's insight:
A great combination of AI and visualising.
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The colors of change

The colors of change | Programme, Project and Change Management | Scoop.it
"All blue people are assholes", Professor Peter De Prins started, "blue people want change with targets. It needs to be measured or otherwise you cannot get them on board". After we just filled in ...

Via Blue Sky Change
Harry Cannon's insight:

Tricky for us colourblind people :), but a useful way to think of your change audience.

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Blue Sky Change's curator insight, October 22, 2013 6:05 AM

What colour are you?

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Unlock change with big beliefs, blue skies, burning platforms and baby steps - The Guardian

Unlock change with big beliefs, blue skies, burning platforms and baby steps - The Guardian | Programme, Project and Change Management | Scoop.it

Unlock change with big beliefs, blue skies, burning platforms and baby stepsThe GuardianIt's a change management tactic that we could all learn from – the kind of thinking that inspired Elon Musk to invent Tesla Motors.


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Harry Cannon's insight:

Uncomplicated language and a good start for anyone changing our world.

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Helena Gonçalves's curator insight, November 8, 2013 6:34 AM

Change is like an iceberg. It is futile to keep pushing against what is above the surface – the things we can see and control directly, such as rules, policies and procedures. Shifting the volume and weight of what lies below the surface – our habits, attitudes, beliefs and values – is the real secret to making change happen.

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10 Ways to Shift Gears for Employee Engagement and Change Management

10 Ways to Shift Gears for Employee Engagement and Change Management | Programme, Project and Change Management | Scoop.it

Via Daniel Watson
Harry Cannon's insight:

Engagement is core to change and transition - some useful tips here.

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John Bean's curator insight, October 10, 2013 12:53 PM

Insightful article re: change, employee engagement, and the changes leaders may need to encourage to see change embraced

Tiffany Crosby's curator insight, October 10, 2013 3:02 PM

There's nothing new or revolutionary here but it's a great reminder of the basic blocking and tackling of managing change that is a continued struggle for many. We like the razzle dazzle and trick plays but sustainable change requires simplicity, consistency, and persistence. 

greytip's curator insight, October 24, 2013 3:16 AM

With changing times, it is important to adapt new technologies that aligned towards employee engagement. Having an employee portal is one of them. The employee can easily access his data as payslips, leave or claim entitlements, apply for them etc.  http://www.greytip.in/cloud/employee-self-service-portal

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5 Questions Change Agents Use to Move People Forward

5 Questions Change Agents Use to Move People Forward | Programme, Project and Change Management | Scoop.it
A Guide to Overcoming Resistance to Change. Five questions Change Agents use to move people forward.
Harry Cannon's insight:

Good questions to help understand resistance to change. Combine with Active Listening for real engagement.

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20 Change Management Visionaries You Need to Know | Change Management | Change Management Consultant | Plan | Training | Business Change Management | Implementing Change

20 Change Management Visionaries You Need to Know | Change Management | Change Management Consultant | Plan | Training | Business Change Management | Implementing Change | Programme, Project and Change Management | Scoop.it
I feel that Change Management visionaries just don’t get enough credit or all the amazing work they do helping organizations to manage change - conducting
Harry Cannon's insight:

A useful list of experts to follow if you are serious about change.

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Communicating change: who, when and how?

Communicating change: who, when and how? | Programme, Project and Change Management | Scoop.it
What senior leaders and change professionals intend when planning change communications is not always what’s heard, understood and accepted by change recipients. How can this connection be built?

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Harry Cannon's insight:

A story with an analogy helps. But persistance in communication is key.

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Choosing the right digital stakeholder engagement channels

Choosing the right digital stakeholder engagement channels | Programme, Project and Change Management | Scoop.it

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Harry Cannon's insight:

A digital twist on a standard model.

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David Hain's curator insight, August 24, 2013 4:36 AM

New take on a tried and tested model that every change practitioner should know.

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Eight Best Practices for Change Communication

Eight Best Practices for Change Communication | Programme, Project and Change Management | Scoop.it
Learn about best practices and tips for communicating change in your organization. Find out how to avoid common pitfalls and be well prepared for your company's next transition.

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Harry Cannon's insight:

Solid tips for communicating change.

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The Irony of Empowerment in Change: Kotter Theory vs. Practice

The Irony of Empowerment in Change:  Kotter Theory vs. Practice | Programme, Project and Change Management | Scoop.it

As I thought about Push in the context of Kotter's model, I imagined the table you see above.  

In most "less than successful" change projects, the Tops drive steps 1, 2, and 3.  Step 4 is the Tops using HR or Communication to PUSH "their" change downhill.  


________________________

I found it ironic that what Kotter envisioned as empowerment is often the stage where resistance takes over.________________________

Because participation is normally restricted in steps 1, 2, and 3, the Middles & Bottoms lack ownership.  People support what they help create.  People do NOT support what they do NOT help create.  
I looked at Phillip's (McKinsey early 80s) change management model and thought about Kotter's 8 steps.  This is what it looks like to me:  

- See more at: http://www.howtochangemanagement.com/2013/05/kotter-theory-vs-practice.html#sthash.04w2HumJ.dpuf


Via Deb Nystrom, REVELN
Harry Cannon's insight:

I like Kotter, but any approach can be misused I guess.

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Harry Cannon's comment, July 30, 2013 3:59 AM
Perhaps some see Kotter's steps as a formula? Follow the steps and it will work. But missing the poont about real and honest engagement and listening.
Deb Nystrom, REVELN's comment, July 30, 2013 10:12 AM
Yes, Harry, exactly! There are also communication problems in being too formulaic, Ron's companion post just added.
Deb Nystrom, REVELN's curator insight, November 7, 2013 11:17 AM

Ron has a helpful series on understanding how to fully use a change model for change leadership.  Both he and I are of the "Whole Scale Change" school of engagement for change, via the late Kathie Dannemiller, a respected consultant formerly from Ford and the University of Michigan. 

Ownership and productive tension of leadership at all levels can make a real different if change readiness and culture change are in the context of what is next and needed for your organization.


From Change Management Resources ~  Deb

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3 Key Partners in Change Management Execution

3 Key  Partners in Change Management Execution | Programme, Project and Change Management | Scoop.it

There are three basic key players in strategy execution: the leader, the program manager and the change management lead.

What if we partnered?

It all starts at the beginning.

 

....It might open productive conversations and whole new working relationships with them. They may want to negotiate a few parameters in the beginning to get comfortable with this dynamic, but that should be quite achievable.

 
Via Deb Nystrom, REVELN
Harry Cannon's insight:

Collaboration in programme change. Why is this not the norm yet?

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Deb Nystrom, REVELN's curator insight, July 19, 2013 4:54 PM

Great stuff from Gail on execution success focused on roles & relationships => partnering to deliver & sustain.  ~  Deb