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Getting ahead of the curve in business
Curated by David Hain
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Emerging from a sea of smart leaders | Aspire-CS

Emerging from a sea of smart leaders | Aspire-CS | Business change | Scoop.it

  Many of the leaders I work with are considered high potential to move to higher levels within their organizations. They are all really smart...

David Hain's insight:

If you’re just as smart as everyone else, how will you differentiate yourself in a sea of smart leaders? 


Good advice here.

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Be a Change Agent | Lifescript.com

Be a Change Agent | Lifescript.com | Business change | Scoop.it
Author and personal development guru Jim Rohn once said, “You cannot change your destination...

Via Kevin Watson
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John Michel's curator insight, July 11, 2013 9:35 AM

Since it’s your thinking that drives your behavior, all change begins with your thoughts. After all, what you do is a direct result of what you think. If you accept the analogy that your life is like a business, enacting change requires that you run your life differently by putting your mind under new management. This is the key to creating change in your life and giving you a real opportunity to reach your goals. 

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Appreciative Inquiry: ROI of Positive Change | Tolero Solutions

Appreciative Inquiry: ROI of Positive Change | Tolero Solutions | Business change | Scoop.it
So, you’ve made the commitment to go through a change effort. Appreciative Inquiry is a framework to positively manage changes. So, what's the ROI? (@dynamicHelene Thx for the RT!
David Hain's insight:

Well worth pondering on - a solution for our times!

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Dee Hock in his own words

Dee Hock in his own words | Business change | Scoop.it

The source of all our problems today comes from the gap between how we think and how nature works. ~Gregory Bateson 

David Hain's insight:

Very interesting!

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John Michel's curator insight, July 10, 2013 12:09 AM

An interesting perspective.

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People Skills: Essential Beliefs to Achieve Interdependence #peopleskills - Kate Nasser

People Skills: Essential Beliefs to Achieve Interdependence #peopleskills - Kate Nasser | Business change | Scoop.it
Your view of interdependence (vs independence) affects your people skills. Use this checklist of beliefs fr The People Skills Coach™ to see how well you do!
David Hain's insight:

Good check list and great advice from Kate Nasser.

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What is a Disruptive Force?

What is a Disruptive Force? | Business change | Scoop.it
A disruptive forces is not a force that results in incremental changes, improving products or services one step at a time.
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Getting At The One True Rule Of Innovation

Getting At The One True Rule Of Innovation | Business change | Scoop.it

Innovation writing often resembles religion – always in search of one true reason or belief. Do we need to practice open innovation? Are we susceptible to the innovator’s dilemma? Should our R&D spend equal 4 or 5% of turnover? Most discussions tend towards one of these explanations rather than a portfolio; one true but simple meaning rather than complexity. 


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Prof. Dr. Kai Reinhardt's curator insight, July 4, 2013 5:01 AM

Thruth is, that researching on innnovation and driving innovation from a business side are two different things. But bigger research programs like FRP7 or the upcoming FRP8 are big steps to keep up with the large innovation nations, like US, India, China etc. So micro- and macroperspectives need to be outbalanced and go hand in hand. 

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The Dance of Change | by Sophia Kruger

The Dance of Change |  by Sophia Kruger | Business change | Scoop.it

A different lens on Facilitating Organisational Change

 

"The only way to make sense of change is to plunge into it, move with it, and join the dance." - (Alan Watts)

 

This article follows on the work of Lucille Greeff and her series on Facilitating Organisational Change (i).

 

For the purpose of this paper, I would like to introduce the metaphor of Change Management as a Dance Performance. 

 

The various changes introduced in organisations can be seen as similar to dance productions and such productions would follow one or many of the dance disciplines i.e. Paso Doble, Cha-Cha, Viennese Waltz or a Ballet. 

The individuals responsible for orchestrating and driving change are the producers and/or choreographers.  The performers are the targets of change and those affected by the change. 

 

The tools we use to enable change are like the genre of music that will allow for the best possible expression of the dance discipline.

When we view change in this way, we can begin to understand that each genre of music has an appropriate dance style that allows the dancer to give expression to both the music and the art of the dance being performed.

 

Naturally the level of skill of the producer, choreographer and the artists, the ability to choose the correct genre of music, together with natural skills, knowledge, ability and experience makes for a good or a bad performance..."

 


Via WorldsView Academy
David Hain's insight:

Interesting food for thought in this analogy.

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WorldsView Academy's comment, July 2, 2013 10:07 AM
Thank you David. When you hear Sophia speak about her facilitation in the two organisations from her case study, you can hear that she never forces change; she works with the people in the organisation through those subtle and intricate movements that she refers to as 'dance'.
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The World’s Most Innovative Countries: The Global Innovation Index 2013

The World’s Most Innovative Countries: The Global Innovation Index 2013 | Business change | Scoop.it

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Doing What Works: Forward in Solution-Focused Change: Improving science

Doing What Works: Forward in Solution-Focused Change: Improving science | Business change | Scoop.it
Improving science http://t.co/rUJ0HIVvia

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Enablers and levers of organisational change and performance | The Holos Group

Enablers and levers of organisational change and performance | The Holos Group | Business change | Scoop.it

RT @richardharmer: New BLOG: Enablers and levers of organisational change and performance | http://t.co/7kABbzgq8y


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6 Forces Resisting Change

6 Forces Resisting Change | Business change | Scoop.it
I recently wrote a post titled 5 Ideas To Direct Your Best Energy Toward Your Greatest Purpose. We need to mobilize leaders. Personally, I want to hate ...
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Resistance to change in organisations is not necessarily a problem

Resistance to change in organisations is not necessarily a problem | Business change | Scoop.it

Resistance to change in organisations is not necessarily a problem because it is to be expected.


Via Virtual Global Coaching
David Hain's insight:

These things will happen, because we're human -  but with better change leadership the dip is shorter and less painful...

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Harry Cannon's curator insight, June 27, 2013 4:58 AM

Resistance to change is normal, and can tell you a lot about what you need to do. If you listen, that is.

John Michel's curator insight, June 27, 2013 8:06 AM

In today’s business reality the level of complexity and the increased rate of change cause challenges for many leaders. Motivating people to change direction, building new strategies, transforming business models, and adopting new ways of collaboration. Quite a challenge!

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Promoting Change Where it Matters Most: In Ourselves - General Leadership

Promoting Change Where it Matters Most: In Ourselves - General Leadership | Business change | Scoop.it
Leading is choosing to accept responsibility & taking the initiative to promote the change we want to see—one opportunity at a time.

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John Michel's curator insight, July 11, 2013 11:03 PM

Out of all the definitions of leadership I’ve encountered; all the books on leadership I’ve read; and all the courses, programs, and seminars on leadership I’ve attended; the simplicity of these words perhaps captures it best. Leading is choosing to accept responsibility and taking the initiative to promote the change we want to see—one opportunity at a time.

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Q&A: Edward Jung | MIT Technology Review

Q&A: Edward Jung | MIT Technology Review | Business change | Scoop.it
The CTO of Intellectual Ventures believes we need a new model of innovation to solve our biggest problems.

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Fueling Innovation: Deductive vs Inductive Thinking - Rebel Brown

Fueling Innovation: Deductive vs Inductive Thinking - Rebel Brown | Business change | Scoop.it
If you want to step into more innovation, shift from deductive to inductive thinking. Here's how!
David Hain's insight:

Nice challenge about our thinking styles from Rebel Brown.

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Context Changes Everything - Julie Winkle Giulioni

Context Changes Everything - Julie Winkle Giulioni | Business change | Scoop.it
When employees understand the bigger context of the workplace, it can change everything - from how they work to how they feel about their work.
David Hain's insight:

Very true and a really useful example of how everything needs a frame.

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If Change Was Easy, We Would All Do It

If Change Was Easy, We Would All Do It | Business change | Scoop.it

Yes. If change was easy, we would all do it. Standing still will not move us forward. Limiting our learning will not create a growth mindset.

David Hain's insight:

Excellent post with manu contributors, inspired by Jon Mertz and Carole Dweck, whose book is highly recommended.

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Why Leaders' Thinking Is Often Wrong

Why Leaders' Thinking Is Often Wrong | Business change | Scoop.it

Research conducted by Gallup and many eminent scientists, including Nobel Prize winner and Princeton Senior Scholar Daniel Kahneman, shows that evolution has predisposed people to think quickly but not deeply. That sort of reaction is fine when your problem is evading immediate bodily harm, but it's a bad basis from which to run a company -- and leaders may not even realize they're doing it.


Via Thomas Gelmi, Jose Luis Yañez, Philippe Vallat
David Hain's insight:

Kahneman's book, Thinking Fast and Slow, is amazing - and very persuasive.  Must read if the content here is of interest.

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Philippe Vallat's comment, July 4, 2013 2:37 AM
I disagree with following statement: "Gut instinct doesn't work either". If system 1 according to Kahneman is meant, it's ok. But there are experts intuition (needs to be trained in a specific context) and intuition itself defined as "direct perception of truth, fact, etc., independent of any reasoning process". Intuition DOES work, very effectively when coupled with sane reasoning.
Philippe Vallat's curator insight, July 4, 2013 2:39 AM

I disagree with following statement: "Gut instinct doesn't work either". If system 1 according to Kahneman is meant, it's ok. But there are experts intuition (needs to be trained in a specific context) and intuition itself defined as "direct perception of truth, fact, etc., independent of any reasoning process". Intuition DOES work, very effectively when coupled with sane reasoning.

John Michel's curator insight, July 4, 2013 1:54 PM

We like to think the decisions we make are good ones, based on solid reasoning. And when you're in charge of a function or selecting leaders for a company, you need to believe that. Second-guessing every judgment can lead to paralysis. And in a state like that, nothing gets done. Yet research into decision making shows that everyone is prey to serious cognitive flaws.

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Project Management Methodologies Comparison: Pros and Cons of Various PM Methods

Project Management Methodologies Comparison: Pros and Cons of Various PM Methods | Business change | Scoop.it
There are many different project management methodologies, but how do they compare to one another? Is it possible to intertwine multiple PM methods together to find that perfect approach to any given project?

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Practical Tips for Overcoming Resistance

Practical Tips for Overcoming Resistance | Business change | Scoop.it
Use the techniques hostage negotiators use.

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How to Create Business Momentum

How to Create Business Momentum | Business change | Scoop.it

Imagine a steam locomotive waiting at the station. It’s ready to leave. The engineer opens up the throttle. What happens? At first the wheels just spin. The train doesn’t move one inch. Then, all of a sudden, the wheels stop and begin to grip the rails. Then, slowly at first, the engine begins to move. If you started running to catch it then, you’d probably miss it. That’s because by then it would have developed momentum.


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Making Virtual Teams Work: Ten Basic Principles...

Making Virtual Teams Work: Ten Basic Principles... | Business change | Scoop.it
Consider this now familiar view from the field: "I've run a virtual team for the past 18 months in the development and launch of [a website.] I am located in Toronto, Canada. The website was designed in Zagreb, Croatia.
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How leaders can move past their places of comfort | Aspire-CS

How leaders can move past their places of comfort | Aspire-CS | Business change | Scoop.it
 Many of us can get comfortable in the behaviors we use to lead others.

 


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David Hain's insight:

Helps if you have a coach...

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F. Thunus's curator insight, June 28, 2013 12:48 AM

add your insight...

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Five myths of organisational change - why ‘change management’ can stop you achieving organisational change -

Five myths of organisational change - why ‘change management’ can stop you achieving organisational change - | Business change | Scoop.it

by Sarah Lewis M.Sc. C.Psychol We are constantly told that, in today’s world, change is a permanent feature of organisational life. Given this is it surprising how many myths abound, and the extent...


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Anne Landreat's curator insight, June 28, 2013 5:42 AM

5 beliefs that mean that ‘change management’ can actually hinder change within an organisation:

1. You can’t implement the change until you have thought through every step and have every possible question answered

2. You can control communication within the organisation about  change

3. To communicate about change is to engage people with the change

4. Planning makes things happen

5. Change is always disliked and resisted

 

 So, what is the alternative?Many new approaches that focus on achieving collaborative transformation are emerging such as Appreciative Inquiry, Open Space and World Café.

 

These approaches recognise organisational change as a collective effort, as a social process that can be inspiring and dynamic with leaps of understanding as well as being messy and confusing at times.

 

They work with the best of the human condition – the importance to us of our relationships, our imagination, our ability to care and to feel and to create meaning in life. In this way they release managers and leaders from the impossible responsibility of foreseeing all possibilities and instead liberate the organisation to find productive ways forward in an ever-changing organisation landscape, together.

Deb Nystrom, REVELN's curator insight, June 28, 2013 7:32 PM

Helpful myth busting and change planning.  ~ Deb

Vinny Smith's curator insight, July 25, 2013 7:05 AM

Pragmatic and realistic honesty about how change really happens in organisations.