Change Management Resources
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Change Management Resources
The best, "non-partisan" change resources treasures on the planet.   For the BEST of the BEST curated news  SUBSCRIBE to our monthly newsletter via (We never SPAM!)
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Scooped by Deb Nystrom, REVELN!

Classic: Different cultures challenge authority in different ways | Allon Shevat

Classic:  Different cultures challenge authority in different ways | Allon Shevat | Change Management Resources |

..Do not assume that agreement with what you say is real; do not assume that those who challenge you are against you; and don’t ignore gossip but factor it in in societies where harmony is more valued than “truth”.

Explicit hardball challenging: Gilad (m, Israel) argues with his Israeli boss all the time. ...US based colleagues who have observed Gilad believe that Gilad shows no respect for his boss. However, once a directive is given, Gilad will carry it out to a T, never trying to stand by passively as things go bad.  Gilad and his boss play on the same soccer team and socialize together at the beach.


Pragmatic Controlled  Disagreement: Karen (f USA) believes that her American boss has made several critical errors over the last month. Karen i...asks some mildly  “challenging” questions after adding “well, let me play the devil’s advocate”. ...When one of her boss’s directives goes bad, Karen will be remain composed, and not go out of her way to help, allowing things “to take their course”.  Karen needs her boss’s recommendations after she leaves to “further her career”. Karen and her boss socialize only at the Christmas party.



Posts by Deb:

Think like an Entrepreneur: Be Anti-Fragile No Matter Where You Work


Two Tried & True Change Models – Evergreen for Agile Change 


Co-Creation in Theory U: Leading from the Future as it Emerges & the Road to Commitment


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Deb Nystrom, REVELN's insight:

Allon lists four examples in the full post.  It's a good test of your own degree of enthnocentricism to notice if you identify with the biases and blind spots he identifies so well in his posts.    His posts are very helpful for building your global citizenship and for the USA, minimizing the inept, ugly American syndrome abroad.  ~  Deb

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A Change Audit Reveals Blind Spots in Failing Change Initiatives

A Change Audit Reveals Blind Spots in Failing Change Initiatives | Change Management Resources |

Often feedback from teams via a “Change Audit” surprises the change leader who's dream is brutally subjected to a reality check of the gap between his teams’ actual involvement in the change and his perception of their participation.

How does a change leader become the victim of such “blindness?” 

Excerpted Reasons  (underlined items mine - DN):


1) The “organisation-focused” change leader - caught up in complex organisation diagrams – clutters of circles and rectangles – which he juggles in search of the best combination.

...the change leader, had not looked back...the engine had forged ahead under full steam, all alone.



…This manager’s collaborators had not followed him. They had allowed him to go off on his own, without really understanding him, ...And he, the change leader, had not looked back. He had failed to check – on a regular basis – whether the train cars of change were properly hitched to the engine. And the engine had forged ahead under full steam, all alone.

2) The “speeder” change leader [In one case]…driven by a powerful urge to conquer - the “Change Audit” immediately triggered his fury, so great was the gap it revealed between the positions of his closest collaborators and his own dynamism.

3) The “autistic” change leader Top Management …had failed to create confidence in it. …The best way to do that is to connect them solidly through real, effective and complete communication, from top to bottom and from bottom to top, involving all those concerned with the change.


Read the ToolBook full post here.

Related posts & tools by Deb:


Deb Nystrom, REVELN's insight:

As posted in an earlier Scoop on this stream, communication in change initiatives is usually under-resourced by a factor of four.  With this change audit approach, there is an opportunity to reconnect the cars on the change train.

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Fight the Nine Symptoms of Corporate Decline

Fight the Nine Symptoms of Corporate Decline | Change Management Resources |

How to know if your organizational culture is turning toxic, and what to do about it. 

The good news is that they are all reversible.


The signs that there is more trouble ahead:

Communication decreases.  Decisions are made in secret. People mistrust official statements.

Criticism and blame increase.  Scapegoats are sacrificed. Self-doubt is masked by attack. External forces are blamed, personal responsibility avoided.

Focus turns inward. People become self-absorbed and lose sight of the wider context — customers, constituencies, markets, or the world.

Rifts widen and inequities grow. Internal rivalries escalate. Power differentials and social distance between groups and levels make collaboration difficult. 

Deb Nystrom, REVELN's insight:

Rosabeth Moss Kanter's post features research from her book, Confidence. It's worth a look, if for nothing else than to better deal with that pervasive "culture eats strategy for lunch" quote. ~ D

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Rescooped by Deb Nystrom, REVELN from Talent and Performance Development!

Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on Results

Wirearchies = Adaptive, Two Way Flow of Power, Knowledge, with a Focus on Results | Change Management Resources |

Harold Jarche features Chee Chin Liew’s presentation on moving from hierarchies to teams at BASF.  It shows how IT Services used their technology platforms to enhance networking, knowledge-sharing, and collaboration.  

It features an approach to “building flows of information into pertinent, useful and just-in-time knowledge” so that...  knowledge can flow in order to foster trust and credibility.




In complex environments, weak hierarchies and strong networks are the best organizing principle.   ...It means giving up control. 


Creating this two-way flow of dialogue, practice, expertise, and interest, can be the foundation of a 

In complex environments, weak hierarchies and strong networks are the best organizing principle.

....many companies today have strong networks...coupled with strong central control. Becoming a wirearchy requires new organizational structures that incorporate communities, networks, and cooperative behaviours. It means giving up control. The job of those in leaderships roles is to help the network make better decisions. 

Related tools & posts by Deb:

See the companion post about Holacracy, here.

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Deb Nystrom, REVELN's insight:

Holacracies, wirearchies and simply feedback rich cultures are one of the key ways organizations can adapt to disruptive change.  It will take solid leadership to change the nature of control and power in new millenium organizations, with unconventional larger organizations already committing to it, like Zappos, leading the way.  ~  D

Dr. Helen Teague's curator insight, March 6, 2014 1:46 PM

well worth the reading time.

InflatableCostumes's curator insight, March 7, 2014 7:26 AM

 Manufacturers of Custom Shaped Cold Air Inflatables including Giant Character shapes and  Product Replicas also Rooftop Balloons specializing in custom inflatables for advertising, manufactured in Hyderabad city, India -

Deb Nystrom, REVELN's curator insight, August 17, 2014 2:23 PM

I just featured the called out quote above about complexity (over complicated, bureaucratic), and less hierarchy, more communication via networks in my most recent post about letting go of industrial age thinking via the command and control nature of performance appraisals.  

Wirearchy and holacracy (think Zappos) are alternatives that embrace networked learning.  One is arguably a set of principles, the latter is an organization design approach that deemphasizes management.

~  Deb

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Accenture's Cost Cutting Change Plan at University of Michigan

Accenture's Cost Cutting Change Plan at University of Michigan | Change Management Resources |

Early [in November] university administration rolled out the “Workforce Transition” phase of its “Administrative Services Transformation” (AST) plan.


...50 to 100 staff members in the [University of Michigan] College of Literature, Science, and the Arts (LS&A) departments were informed that their positions in HR and finances (out of an anticipated total of 325) would be eliminated by early 2014.

Outside consultants [Accenture], none of whom actually visited individual departments for any serious length of time, reduced these positions to what they imagined as their “basic” functions: transactional accounting and personnel paperwork.


Read more: 


From another source, also published in Inside Higher Ed:
...Nineteen department chairs in the College of Literature, Science and the Arts -- the largest college on campus -- wrote a Nov. 1 letter to senior administrators protesting an “air of secrecy” around the effort and raising concerns that longtime staffers, particularly lower-income women, would be hurt by the changes, either because of layoffs or pay cuts. In response, senior Michigan officials wrote a Nov. 14 letter acknowledging they were “not sensitive or consultative enough in the planning and communication of this initiative.”



Related posts by Deb:




UM Law Quad arch photo by  Phil Roeder

Deb Nystrom, REVELN's insight:

Sounds like overpromising and underdelivering, by quite a lot.  According to McKinsey consulting: many cost-reduction programs are "illusory, short lived, and at times damaging to long-term value creation."  Their own research concluded that only 10% of cost reduction programs show sustained results three years later.

Through my network, I heard there was confusion, moving goals, and all around strangeness, including the staffing of interviews for this planned reduction.  Also, jobs targeted are held by many over-40 low to mid-wage earner women.  

From the AST's information page (FAQ), besides Accenture, there were two other consulting firms:


  • The university is working with Accenture, a global consulting company, on the AST Finance and Human Resources Shared Services initiatives, and Global eProcure and Huron Consulting Group, two firms that specialize in helping organizations transform their procurement operations to achieve substantial savings, on the strategic sourcing initiative.

The change & communication process for the reductions program also excluded the faculty voice, a rare, unexplained move compared to many program & change planning efforts affecting faculty.   This may stand as another cautionary tale about communication during change, which usually is under-planned and under-resourced by a factor of four in most change efforts.

~  Deb

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Rescooped by Deb Nystrom, REVELN from Blue Sky Change!

Horror stories, language and lessons: Building Change Capability

Horror stories, language and lessons: Building Change Capability | Change Management Resources |

No Trust = Minimal and ineffective change - with a true horror story ERP failed implementation to bring it home.

See Daryl Conner's Change Commitment Curve for the full model.

In this change practitioner group's MeetUp a key question emerged:  How do you build, manage and reward trust through successful engagements and implementations of change?


Take the horror story shared:


  • a large-scale ERP implementation that with 8 hours to go until commencement of training, cancelled the training courses and disrupted delegates who were flying from across the country to attend.” The client never regained trust in the solution being delivered or the solution provider managing the change.


  • Lack of trust can lead to a horror story, or like with the story above, a horror story can lead to a lack of trust. 


Lack of trust can lead to a horror story...or a horror story can lead to a lack of trust.


Other excerpts: 


  • Our job is made harder by the fact that sometimes it’s best not to call change “change” and it can be difficult knowing when and who that rule applies to.


On language and labels, including internal change champions:


  • Often even they don’t want to be associated with the change by title. It’s as if labelling someone a “Change Capability Manager” or “Change Champion” gives the rest of the organisation the right to lump that person who has “change” in their title with all the stuff they’d rather not manage themselves.

Via Virtual Global Coaching
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