…anyone who is evangelizing a single approach, model, perspective or spun story- you have just been called out.
Continue reading Moving cheese in 8 steps- fads and silliness
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Many change initiatives reach far and wide from their origination spot. It is important to know the different ways change happens outwardly- each of those different ways has certain perspectives and expectations that have to be met for change to move forward. Continue reading Outward Change Management Change Management is a project, program, initiative, senior level, individual effect advantage for your organization now and into the future. Choose your engagement method wisely. Continue reading 4 ways to engage Change Management 
You can drive change like a golfer on a very long hole, with power and force, or you can guide change with the finesse of a driver on a curvy road. If you have the second and change to the first be ready for slowdown and retention problems. Continue reading Driving Change 
Change Management for growth and revenue building is a forward thinking, strategic process. Loading the front end, thinking of organizational layers that can be addressed within the change process along with assessing and developing capability and capacity is the CM of 2011 and beyond. Continue reading Change Management for GROWTH- Finally! Forcing the make sense conversation, or better having a methodology that uncovers the range (in order to create suitable end state descriptions) should be happening for every change, every project, every initiative at the very beginning. Being able to get that to happen is, I think, a change management competency. Continue reading The only tip you will ever need for change As with the change management arena itself the loudest, the best marketed and the simplest spin usually wins out in the end if one approach must be chosen.It is typically not one that uses the whole organization and its resources efficiently. The journey to get there often produces good ideas and a lot of profit though. Continue reading Corporate Change Entities, Silos and Competition The change career path is not clear, because clients expectations and perspectives vary (immensely). The change path is not clear because practitioners interests, ability and comfort level vary. The path is filled with third parties, laid off executives, some sneaky business practices, fear and time constraints (and measures). Tread lightly; tread smartly, client and consultant. Continue reading Change Management Career Paths- Secrets revealed It looks like my predictions for change management into 2011 are lining up. A few things that will happen: Deloitte, Accenture and possibly to lesser degrees other big firms will bring in independent consultants to run and participate on their contracts. The actual clients will lessen their use of the bigger firms for cost by “doing it themselves” (using third party firms). Consultants will find themselves, after a nasty dry spell, BUSY. Resources for the first two bullets will become slim. Consultants, having learned better in the last two years, will market and look ahead to their next engagement. Clients Continue reading Change in 2011 |
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