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  Reveln.com/Tools/ (We never SPAM!)
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Scooped by Deb Nystrom, REVELN
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Build a change platform, not a change program, Whole system change | McKinsey

Build a change platform, not a change program, Whole system change | McKinsey | Change Management Resources | Scoop.it

It’s not you, it’s your company. Management Innovation eXchange founders Gary Hamel and Michele Zanini believe that continuous improvement requires the creation of change platforms, rather than change programs ordained and implemented from the top.
    
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The problem lies in beliefs about who is responsible for launching change and how change is implemented.

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Transformational-change initiatives have a dismal track record. In 1996, Harvard Business School professor John Kotter claimed that nearly 70 percent of large-scale change programs didn’t meet their goals,1 and virtually every survey since has shown similar results. Why is change so confounding? ....The problem lies in beliefs about who is responsible for launching change and how change is implemented.

        

The reality is that today’s organizations were simply never designed to change proactively and deeply—they were built for discipline and efficiency, enforced through hierarchy and routinization. As a result, there’s a mismatch between the pace of change in the external environment and the fastest possible pace of change at most organizations. If it were otherwise, we wouldn’t see so many incumbents struggling to intercept the future.

       

In most organizations, change is regarded as an episodic interruption of the status quo, something initiated and managed from the top. The power to initiate strategic change is concentrated there, and every change program must be endorsed, scripted, and piloted before launch.

         

Transformational change,...is typically belated and convulsive—and often commences only after a “regime change.” What’s needed is a real-time, socially constructed approach to change, so that the leader’s job isn’t to design a change program but to build a change platform—one that allows anyone to initiate change, recruit confederates, suggest solutions, and launch experiments.

       

Related change posts by Deb:

      

         

  

   
Deb Nystrom, REVELN's insight:

This approach is consistent with Whole Systems Change approaches, from my connection with the Dannemiller Tyson approach.  Good framework here! ~ Deb

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Change Et Al.'s curator insight, November 21, 2014 1:55 AM

This is why building the culture of change is more important than one specific initiative. In today's world, change continues to happen at every level, function and geography in different size and form. It will only be successful if Change is part of the DNA.

Claude Emond's curator insight, November 21, 2014 7:25 AM

Be the Change !

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Kotter Enhancement - Phase 2 : Change Management Success

Kotter Enhancement - Phase 2 : Change Management Success | Change Management Resources | Scoop.it

Author Ron Koller describes Kotter's classic article on Why Transformation Efforts Fail provided his "8 Errors" which became "8 Steps."  Standing by themselves, these 8 steps have not curbed the high failure rate.  


However, the steps can add value and lead to CHANGE SUCCESS if enhanced.  This post describes the enhancement necessary to turn Kotter's Step 2 into a winner.  It is based on 20 years of experience with change management success & a few change management failures.  I hope you find it helpful.


Here's a nugget from the full post:

A truly representative advisory group is more powerful than you think.  They are able to use their role as "representatives" to deliver realistic news to the leadership team regarding the employee and middle manager perspective of the change initiative.  


Deb Nystrom, REVELN's insight:

Large group methods and a Whole-Scale change perspective make a SIGNIFCANT difference in the results.  ~  D

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Systems in Action: Collaboration and the Internet of Everything ~ Cisco

Systems in Action:  Collaboration and the Internet of Everything ~ Cisco | Change Management Resources | Scoop.it

Change is constant. And technology has always been about change and convergence. "This is a wide ecosystem where everyone can participate and benefit."


Massive, global-scale change occurring now is happening at rates faster than anyone ever predicted.

How Big is “Everything”?

The Internet of Everything will create $14.4 trillion in value at stake through the combination of increased revenues and lower costs in just the next ten years – creating an opportunity to increase global corporate profits by an estimated 21% over the next decade.


The five main factors fueling this value are:


  • Asset utilization: $2.5 trillion in reduced costs
  • Employee productivity: $2.5 trillion in greater labor efficiencies
  • Supply chain and logistics: $2.7 trillion through eliminating waste
  • Customer intimacy: $3.7 trillion through addition of more customers
  • Innovation: $3.0 trillion through reducing time to market
    

Collaboration ties in throughout these factors. This is a wide ecosystem where everyone can participate and benefit: Small businesses, enterprises, service providers, system integrators, device makers are all critical to building out the connections and scaling experiences across every industry.

 

Deb Nystrom, REVELN's insight:

This is the promising side of big data and collaboration.  What do you see in your categories of cost & benefit and abundance in this thinking?  ~  Deb

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