Archive for the ‘Change Management’ Category
Interesting thing happened last week as a client was reflecting upon how much they wanted to “Think Outside the Box.”
Now, normally when I hear this statement I get all excited about doing something new and out of the ordinary. To take a risk – a calculated risk for sure – and find new ways to do things. These new things or ways should lead to differentiation and greater results.
Well, a funny thing happened along the path to working outside the box. I felt resistance to a number of ideas and thoughts about ways to change how things were being done. I was excited as the visions of significant improvements and greater results were dancing in my head (I know it sounds like I’m talking about Christmas – sorry!) Then I began to truly listen to the blocks and comments about the new ideas – which were not coming from the originator of the statement – Thinking Outside the Box.
I realized we were still playing in their Box rather than another Box where the ideas were flowing rapidly. Continue reading ‘When Thinking Outside the Box – Whose Box?’ »
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Posted by Voss Graham on August 23, 2011 at 5:49 pm under Change Management, Innovation.
Tags: Change Management, focused energy, greater results when focused, Innovation, outside the box thinking, thinking outside the box, Voss W Graham, whose box are we outside
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One of the major concerns for executives is how to make sure a major change process becomes successful.
When an executive in today’s corporate environment signs up to lead a major change within the organization, their creditability and job security rests with the successful completion of the project. This is not a time for hope or “just do it” or the people will know what to do when the time comes for a real leader. Change is hard enough – add the word major to it and the stakes increase ten fold.
Looking at the Change Process as a project management point of view, then there are five keys to maximizing the progress of successful completion of the change process. Here are the five keys… Continue reading ‘Five Keys To Maximize Success Changing Processes’ »
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Posted by Voss Graham on June 22, 2011 at 1:51 am under Change Management.
Tags: change initiatives and senior mangement roles, Change Management, involve senior managers early, major change processes, Managing Change, managing the change process, using mini-goals for success, Voss W Graham
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One of the funniest Dilbert cartoons I’ve seen had the caption, “Change is good. YOU GO FIRST!”
That is how most of us feel about change. Change is scary. Even positive change can be a bit uncomfortable until it “fits”.
Change is actually good for us. Yes, it truly is! It takes us out of the mundane “ruts” of life as well as makes our brains work in a different pattern. Have you heard that working crossword puzzles is good for us as we age? That is because it causes us to stretch. And it makes us work the parts of our brain that are important to staving off age-related mental and cognitive problems. Continue reading ‘4 Steps to Positive Change’ »
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Posted by Inneractive Consulting Insights on April 4, 2011 at 1:45 am under Change Management.
Tags: Change, Change Management, Dilbert reference, fear of change, Judy W Bell, positive change, self-mastery
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We are all so much greater than we think we are (unless you are a narcissist.)
Our fears limit our greatness and the contributions we could make if we would only get out of our own way.
What fears are holding you back? Continue reading ‘What Fears Are Holding You Back?’ »
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Posted by Inneractive Consulting Insights on September 16, 2010 at 12:52 am under Change Management.
Tags: belief systems, Fear of Failure, fear of imagination, fear of success, fear of the unknown, fear of vulnerability, Fears, mindset coach, self-limiting beliefs. Judy W Bell
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Persuasion is an important skill to be learned and utilized in relationships of all kinds. When persuasion is used it should always be of a positive nature and not in the form of human trickery. Negative persuasion (trickery) might look like a “win” in the short run but will almost always backfire on the user, most likely due to the Law of Karma or the Law of Sowing and Reaping.
Persuasion can be used in a positive manner to bring about positive change.
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Posted by Inneractive Consulting Insights on April 6, 2010 at 5:44 am under Change Management.
Tags: Aesops's Fable, Embracing change, Judy W Bell, law of sowing and reaping, Motivation, persuasion, persuasion techniques, steps for persuasion
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Change is difficult even for people who enjoy change. Many change initiatives fail because education and buy-in are not in place.
Ways to get others to embrace change:
- Show them the “why” before the “how”
- Use persuasion instead of force
- Speak their language. Use words and terms that speak to their specific style
- Speak to their auditory/visual style (pictures, text, conversations)
- Show them what’s in it for them (WIIFM)
- Engage them in the process
- Always be honest
Ways to nurture “self” when faced with change:
- Accept change as a part of life
- Build simple changes into your life
- Develop and nurture support relationships in your life (both work and home)
- Live a balanced life to offset the negative impact of sudden change
- Change your thinking
Either we manage change or it will manage us.
Remember…
”Change is good, you go first.”
Dilbert
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Posted by Inneractive Consulting Insights on April 5, 2010 at 6:35 am under Change Management.
Tags: Change initiatives, Change Management, Embracing change, Judy W Bell, ways to embrace change
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More than half of change initiatives in organizations fail. Most Fortune 500 executives cite “resistance” as the primary reason for failure. Studies show:
- Approximately 30% of reengineering projects are successful
- Less than 25% of mergers cover the costs of merger
- Less than 60% of quality improvement efforts are successful
- 80% of CIOs say “resistance” is the cause of project failures
There are ways to improve these figures. Here are some of my ideas relative to improving these numbers… Continue reading ‘Why Change Initiatives Don’t Work’ »
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Posted by Inneractive Consulting Insights on April 3, 2010 at 3:29 pm under Change Management.
Tags: Barriers to change, Behavioral Styles, Change initiatives, DISC, Judy W Bell, natural strengths and weaknesses
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Recently, I was in a discussion with an executive about the lack of commitment he felt was present in his staff. As we continued the discussion it became very evident that he was in the middle of a major change initiative within his group and it was not working well. As we continued our discussion one key factor became evident – he really didn’t believe it would work.
So, I visited with several of his key people and discussed the new initiative. Again, on the surface, everyone stated they were committed to the initiative however they felt two things. First, they felt their leader was not sincere since he continually did things that did not help their move forward. Second, they did not really feel it would work for various reasons.
Therefore, the initiative was doomed from the beginning. There appeared to be commitment, yet, few really believed in the success of the initiative. Thus, Commitment is Meaningless without Belief!
So what really happened? The Commitment was Meaningless without Belief. Here is what we found out… Continue reading ‘Commitment is Meaningless without Belief’ »
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Posted by Voss Graham on December 27, 2009 at 9:34 pm under Change Management, Leadership.
Tags: Beliefs, Commitment, Emotional Brain, Execution, major change, Power of Beliefs, Thinking Brain, Voss Graham
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One of the quickest questions to come up (no pun intended) during planning sessions or personal coaching sessions is – How do I/we manage this in a Fast Changing Environment? Well, this is a good question and will occur more often since fast-changing environments is becoming the norm. Increasingly change is becoming the number focal point for every organization and every leader.
These dynamic times require dynamic solutions including processes, people, systems and culture (a leader driven factor). The key is to develop an attitude that change is good for us. The more effective we are at developing a sense of optimistism in responding to the situations, thinking in terms of opportunities rather than threats.
Here is a list of key elements or how to’s to increase the success rate for change… Continue reading ‘How to Manage Fast Changing Times’ »
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Posted by Voss Graham on August 26, 2009 at 4:30 am under Change Management.
Tags: Communication, Fast changing times, Focus on Short term Actions, hiring systems and processes, Strategic vision, Technology, Topgrading
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One of my favorite books on change is John Kotter’s outstanding book – Leading Change. I have listed it as a must read for all my leadership development clients. And, since change has and will become an even bigger topic in the coming years, I felt it would be good to provide you with a quick summary of his book.
First, Kotter’s book – Leading Change – describe a very helpful model and process for effectively leading change now and in the future. He overviews how to understand and then manage change through different stages. He points out the importance of your people in the change process. In fact, he was one of the first to point out that your people must believe in the need for the change before it will happen.
The responses of your people will have more bearing on the success of the change project than any other factor. So here are the eight steps or stages of leading change: Continue reading ‘Eight Steps to Leading Successful Change’ »
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Posted by Voss Graham on August 25, 2009 at 5:24 am under Change Management.
Tags: Eight steps of leading change, John Kotter, leading change, successful change
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