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Organizational Change Myths - Introduction and Sustainability
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Organizational Change Myths - Introduction and Sustainability

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Video and slides synchronized, mp3 and slide download available at URL http://bit.ly/1uf9YLO. …

Video and slides synchronized, mp3 and slide download available at URL http://bit.ly/1uf9YLO.

Linda Rising challenges organizational myths like "it's enough to have smart people" or "just have a transition plan and explain it" and it will work out, introducing and sustaining new ideas. Filmed at qconlondon.com.

Linda Rising has a Ph.D. from Arizona State University in the field of object-based design metrics and a background that includes university teaching and industry work in telecommunications, avionics, and strategic weapons systems. Linda is an internationally known presenter on topics related to patterns, retrospectives, agile development approaches, and the change process.

Published in: Technology

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  • 1. Organizational Change Myths and Patterns for Evangelists Linda Rising www.lindarising.org linda@lindarising.org @RisingLinda
  • 2. InfoQ.com: News & Community Site • 750,000 unique visitors/month • Published in 4 languages (English, Chinese, Japanese and Brazilian Portuguese) • Post content from our QCon conferences • News 15-20 / week • Articles 3-4 / week • Presentations (videos) 12-15 / week • Interviews 2-3 / week • Books 1 / month Watch the video with slide synchronization on InfoQ.com! http://www.infoq.com/presentations /organizational-change-myths
  • 3. Presented at QCon London www.qconlondon.com Purpose of QCon - to empower software development by facilitating the spread of knowledge and innovation Strategy - practitioner-driven conference designed for YOU: influencers of change and innovation in your teams - speakers and topics driving the evolution and innovation - connecting and catalyzing the influencers and innovators Highlights - attended by more than 12,000 delegates since 2007 - held in 9 cities worldwide
  • 4. Why patterns? Giving a name to a recurring problem with a known solution means the names of related patterns can be used to have a conversation about the problems and solutions.
  • 5. Fearless Change Patterns based on n  Social psychology n  Influence strategies n  Evolutionary biology
  • 6. You’re not here to build software, you’re here to change the world. Jeff Patton
  • 7. Myth #1: Smart people are rational.
  • 8. Keep these Patterns with You Take on a role Evangelist (not a fanatic) Create short-term goals: build on your successes and learn from your failures Test the Waters Time for Reflection Small Successes Step by Step
  • 9. Myth #2: Good always triumphs over evil. (Just World Fallacy, one of our many cognitive biases.)
  • 10. Do Food: A most under- appreciated pattern but one of my favorites ☺!
  • 11. Myth #3: If I just had enough power I could make people change.
  • 12. Threat, firing, killing are very effective but only get compliance. You want real commitment.
  • 13. Personal Touch: Each person is asking, “What’s in it for me?” You must address a genuine user need. Data does not equal empathy. Jeff Patton
  • 14. Different people accept new ideas differently This is new so it’s cool! (Innovators--2.5%) It’s interesting, but I want to learn more. (Early Adopter--13.5%) I want to know what other people think. (Early Majority--34%) If I have to. I guess. (Late Majority--34%) We’ve always done it this way. (Laggards--16%)
  • 15. Myth #4: Skeptics, cynics, resistors—THOSE people, well, they must be BAD or STUPID or BOTH!! Ignore them!!
  • 16. Fear Less: Use resistance to your advantage. Listen, really listen, and learn all you can.
  • 17. Champion Skeptic: Have a resident resistor play the important role of “Devil’s Advocate.” Treat him/her as a valued partner in the change effort.
  • 18. Myth #5: You’re a smart person, so you don’t need help from others. After all, it’s your idea!
  • 19. Ask for Help: The idea is yours and you believe in it, but the change must not be “all about you.”
  • 20. Just Say Thanks: Offer sincere appreciation for the contributions of others.
  • 21. Power Thanks n  Sincere appreciation n  Timely n  Detailed n  Describe impact
  • 22. Grateful people: n  Have more energy and optimism n  Are more resilient in the face of stress n  Have better health n  Suffer less depression n  Are more compassionate, more likely to help others, less materialistic, and more satisfied with life.
  • 23. There are 48 patterns in Fearless Change to help you introduce new ideas. This is just a start! Thanks!
  • 24. Watch the video with slide synchronization on InfoQ.com! http://www.infoq.com/presentations/organizational- change-myths