This document discusses becoming more agile and effective at organizational change. It argues that change failure is often due to a lack of change readiness and capability. To promote change agility, organizations need change-capable leaders, a growth mindset culture that embraces challenges and learning from mistakes, and behavioral science-informed approaches to drive new habits. True change agility requires flexibility across an organization's mindsets, behaviors, culture and structures. The goal is to continually strengthen an organization through each change initiative and promote human flourishing.
Looking back and generalizing the historical experience of political and cultural transformation of societies, we we might understand what our organizations is missing for having high-end communication and collaboration models.
In my talk I'm about to share such things as working culture and organizational values. Will share my experience how to test and to organize a purposeful work with communication and collaboration models.
Introduction to Change Management for MBAsPaul Gibbons
A three hour lecture covering resistance, resilience, stakeholders, complexity, and involvement. The complexity section is somewhat more advanced than the rest - covering technical, social and dynamic complexity.
Strategic Culture: 3 Keys to Creating a High Performance Culture in Your Orga...Rob Lewis Jr., M.S.
Most mid to high level managers assume that culture and employee engagement is a waste of time. In contrast, most c-level executives place a great deal of importance on developing a culture of high performance. Much of the disconnect is due to the ambiguity of the subject of culture. Many assume that culture development cannot be related to the bottom line of a company. In this presentation I provide compelling evidence from James Heskett that actually shows the financial implications of a strong culture. In addition, I present the 3 most important components of developing a strong culture in your organization. The three keys are alignment, engagement and execution. These lay the foundation of culture development. Finally, I attempt to motivate you toward action in creating a plan for culture development and following through. The most important take away is that culture is like a garden, it must be nurtured and taken care of on a daily basis to affect change. Thus the executive team must condition the managers to integrate culture development into their daily routines. Please contact me for speaking & consulting opportunities.
Using Vertical Development in a complex and unpredictable world Kate Pilgrim
Summarising MDV Consulting’s White Paper: ‘What in the world is going on?’ – a guide to using vertical development or adult development to foster leaders capable of thriving in a world of increased complexity and unpredictability. Sets out the background to our modern world, key capacities and capabilities needed to thrive in complexity and volatility and examples of developmental practices and habits for leadership capacity building.
Creating a dynamic learning process in the fast lane (PSDT 201411)Joris Claeys
It’s imperative to bring creativity to learning, enabling us to be innovative!
Greatest challenge to innovation: reinventing our whole way of living!
Walking the positive road!
Building the NEW! Cultivate change! Do it with passion!
PASSIONS create future!
Find strength in your uniqueness of your purpose, your gifts & your passions!
Imagine what could be, to be the future!
Happiness is a journey not a destination!
“Forget about the 'fast lane'. If you really want to fly, just harness your power to your passion!” ~ Oprah Winfrey
Speaking engagement at International Training & Development Summit (Circuits of Learning and Development)
Presentation for PSDT (Philippine Society for Training and Development) annual convention November 2017
www.pstd.org
For speaking and coaching engagements, contact me via ExpertFile or LinkedIn
www.expertfile.com/experts/joris.claeys
www.linkedin.com/in/knowledgenabler
You can request this presentation in PDF or PPT with full animation email at
Joris.Claeys@outlook.com
A class presentation for ADV 6383 - Creativity as Problem Solving by graduate students Cesar Ortega and Matt Villanueva at SMU's Temerlin Advertising Institute.
My second invited keynote in March- this time to an amazing audience in Tokyo -- had great attendance by a wide range of academics, entrepreneurs/champions AND high-ranking government officials. (Content overlaps with Dubai talk.) Also presenting is Boo Edgar from Gothenburg, Dr. Noriko Tajo of Hosei, Dr. Shingo Igarashi of Kyushu/QREC and Dr, Yoshii Ishii, METI.
As pioneers in their field, Dr. Rosie Ward and Dr. Jon Robison are known for challenging the status quo, and for introducing fresh, bold ideas for transforming workplaces based on the most up-to-date scientific revelations. In this fast-paced, 60-minute webinar, Ward and Robison lay the foundation for why we have been stuckwhen it comes to organizational and employee wellbeing. Then they provide their exclusive 7 Points of Transformation blueprint to help you leave decades of ineffective approaches behind, and begin a more sustainable, effective journey to building a thriving culture in your workplace.
A talk by Tim Basadur and Ellen Moran PhD
Basadur Applied Innovation & Leadership Dialogues
Many companies are returning to a changed business context and need to quickly solve a range of new problems or reinvent their products and services. This is an exciting opportunity to innovate. Many fewer recognize that achieving these creative results efficiently requires an effective process, specific skills and tools, and the right blend of thinking styles working in sync with one another. When any of these are lacking, teams may struggle to innovate. To help leaders, business owners and HR professionals engage these challenges, Ellen Moran and Tim Basadur will provide an introduction to the Simplexity Method for Applied Innovation which is designed to enable teams and organizations to achieve innovative results quickly.
Session Outcomes:
• Discover the necessary elements for innovative results – The Innovative Results Equation • Learn the four creative problem-solving preferences of team members and how their way of interacting can be a facilitator or roadblock for team innovation. • Understand the four-stage innovation process to move teams through problem-finding, problem-defining, problem solving and solution implementation in a way that drives strong team alignment and commitment. • Leave with practical tools and frameworks that can immediately boost creative collaboration where you work.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/unleashing-the-creative-potential-of-your-teams/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Business Agility and Organisational LearningShoaib Shaukat
Many companies facing the dilemmas of business change, tries to adopt Agile methods and practices in order to achieve the benefits of Agile. However, all they end up with is the "Cargo Cult". This is due to their short term pursuit to achieve quick productivity gains to stem the delivery chaos which is inherent in a traditional delivery model. They fail to realise that any change effort has to start with people; as it is the culture that will determine the sustainability of the change.
In this presentation I will take you through the concepts of business agility and organisational learning and how a focus on culture can help the organisations to become more competitive overtime.
Looking back and generalizing the historical experience of political and cultural transformation of societies, we we might understand what our organizations is missing for having high-end communication and collaboration models.
In my talk I'm about to share such things as working culture and organizational values. Will share my experience how to test and to organize a purposeful work with communication and collaboration models.
Introduction to Change Management for MBAsPaul Gibbons
A three hour lecture covering resistance, resilience, stakeholders, complexity, and involvement. The complexity section is somewhat more advanced than the rest - covering technical, social and dynamic complexity.
Strategic Culture: 3 Keys to Creating a High Performance Culture in Your Orga...Rob Lewis Jr., M.S.
Most mid to high level managers assume that culture and employee engagement is a waste of time. In contrast, most c-level executives place a great deal of importance on developing a culture of high performance. Much of the disconnect is due to the ambiguity of the subject of culture. Many assume that culture development cannot be related to the bottom line of a company. In this presentation I provide compelling evidence from James Heskett that actually shows the financial implications of a strong culture. In addition, I present the 3 most important components of developing a strong culture in your organization. The three keys are alignment, engagement and execution. These lay the foundation of culture development. Finally, I attempt to motivate you toward action in creating a plan for culture development and following through. The most important take away is that culture is like a garden, it must be nurtured and taken care of on a daily basis to affect change. Thus the executive team must condition the managers to integrate culture development into their daily routines. Please contact me for speaking & consulting opportunities.
Using Vertical Development in a complex and unpredictable world Kate Pilgrim
Summarising MDV Consulting’s White Paper: ‘What in the world is going on?’ – a guide to using vertical development or adult development to foster leaders capable of thriving in a world of increased complexity and unpredictability. Sets out the background to our modern world, key capacities and capabilities needed to thrive in complexity and volatility and examples of developmental practices and habits for leadership capacity building.
Creating a dynamic learning process in the fast lane (PSDT 201411)Joris Claeys
It’s imperative to bring creativity to learning, enabling us to be innovative!
Greatest challenge to innovation: reinventing our whole way of living!
Walking the positive road!
Building the NEW! Cultivate change! Do it with passion!
PASSIONS create future!
Find strength in your uniqueness of your purpose, your gifts & your passions!
Imagine what could be, to be the future!
Happiness is a journey not a destination!
“Forget about the 'fast lane'. If you really want to fly, just harness your power to your passion!” ~ Oprah Winfrey
Speaking engagement at International Training & Development Summit (Circuits of Learning and Development)
Presentation for PSDT (Philippine Society for Training and Development) annual convention November 2017
www.pstd.org
For speaking and coaching engagements, contact me via ExpertFile or LinkedIn
www.expertfile.com/experts/joris.claeys
www.linkedin.com/in/knowledgenabler
You can request this presentation in PDF or PPT with full animation email at
Joris.Claeys@outlook.com
A class presentation for ADV 6383 - Creativity as Problem Solving by graduate students Cesar Ortega and Matt Villanueva at SMU's Temerlin Advertising Institute.
My second invited keynote in March- this time to an amazing audience in Tokyo -- had great attendance by a wide range of academics, entrepreneurs/champions AND high-ranking government officials. (Content overlaps with Dubai talk.) Also presenting is Boo Edgar from Gothenburg, Dr. Noriko Tajo of Hosei, Dr. Shingo Igarashi of Kyushu/QREC and Dr, Yoshii Ishii, METI.
As pioneers in their field, Dr. Rosie Ward and Dr. Jon Robison are known for challenging the status quo, and for introducing fresh, bold ideas for transforming workplaces based on the most up-to-date scientific revelations. In this fast-paced, 60-minute webinar, Ward and Robison lay the foundation for why we have been stuckwhen it comes to organizational and employee wellbeing. Then they provide their exclusive 7 Points of Transformation blueprint to help you leave decades of ineffective approaches behind, and begin a more sustainable, effective journey to building a thriving culture in your workplace.
A talk by Tim Basadur and Ellen Moran PhD
Basadur Applied Innovation & Leadership Dialogues
Many companies are returning to a changed business context and need to quickly solve a range of new problems or reinvent their products and services. This is an exciting opportunity to innovate. Many fewer recognize that achieving these creative results efficiently requires an effective process, specific skills and tools, and the right blend of thinking styles working in sync with one another. When any of these are lacking, teams may struggle to innovate. To help leaders, business owners and HR professionals engage these challenges, Ellen Moran and Tim Basadur will provide an introduction to the Simplexity Method for Applied Innovation which is designed to enable teams and organizations to achieve innovative results quickly.
Session Outcomes:
• Discover the necessary elements for innovative results – The Innovative Results Equation • Learn the four creative problem-solving preferences of team members and how their way of interacting can be a facilitator or roadblock for team innovation. • Understand the four-stage innovation process to move teams through problem-finding, problem-defining, problem solving and solution implementation in a way that drives strong team alignment and commitment. • Leave with practical tools and frameworks that can immediately boost creative collaboration where you work.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/unleashing-the-creative-potential-of-your-teams/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Workshop introducing appreciative inquiry using Positive Matrix, a collaborative software tool that energizes people and their enterprise to bring about positive change.
Business Agility and Organisational LearningShoaib Shaukat
Many companies facing the dilemmas of business change, tries to adopt Agile methods and practices in order to achieve the benefits of Agile. However, all they end up with is the "Cargo Cult". This is due to their short term pursuit to achieve quick productivity gains to stem the delivery chaos which is inherent in a traditional delivery model. They fail to realise that any change effort has to start with people; as it is the culture that will determine the sustainability of the change.
In this presentation I will take you through the concepts of business agility and organisational learning and how a focus on culture can help the organisations to become more competitive overtime.
Definitions, Need to change, Positive & Negative reasons to change, Understanding Change, Traditional models, PDCA, AKDR,& Lewis Models, Managing & leading, Communication, Obstacle to change, Fundamental attribute errors, Change to next level, Clarity, Growth mind set, Right people, skilled incompetency, How to change
MKMB CONSULTING - ESSENTIAL SKILLS TO EMBRACE CHANGE (PART I)Hsiang-Yi Lin (林湘儀)
Together, we can thrive in change. This presentation is about considerations needed to fully embrace change in today’s business environment.
Changes are constant. We cannot reflect it, nor can we ignore it. It is an essential part of our business. The starting point is developing consciousness of what is going on.
Management challenges while building a healthy engineering culture. Avoiding agile anti-patterns, while promoting a systemic view of the organisation. Team motivation: key drivers and pitfalls.
Management challenges while building a healthy engineering culture. Avoiding agile anti-patterns, while promoting a systemic view of the organisation. Team motivation: key drivers and pitfalls.
It's a book presentation that contains information contained in the book Business Think by Dave Marcum, Steve Smith and
Mahan Khalsa. The book is a real contribution to people engaged in the business world as it focuses on leadership principles and business competencies for building real contacts and communication channels.
Trends From the Trenches - Are the FUGS — Fear, Uncertainty, Greed—Getting Yo...Andrea Simon
Healthcare Innovation: Trends From The Trenches
Are the FUGS — Fear, Uncertainty, Greed—Getting You Down?
Featured Speakers:
Andrea (Andi) Simon, PhD and President of Simon Associates Management Consultants
Kriss Barlow, RN, MBA and Principal of Barlow/McCarthy
The opening webinar takes an in-depth look at “Trends from the Trenches,” the major changes Andi and Kriss see taking place in healthcare today. And Change is Pain. What’s more, the FUGs—Fear, Uncertainty, Greed—get in the way of you “seeing, feeling, thinking and doing” in new ways. This webinar will give you practical tools to get rid of the “FUGs” and get you moving again.
Andi will discuss the very real pain of change, as well as the trends she is seeing in the field. She will then offer 6 ways you and your team can successfully innovate to respond to the dramatic changes confronting your organization. Kriss will examine the often-overwhelming challenges faced by physicians and healthcare providers at all levels of the industry, and share 2 case studies of companies that have undergone successful change.
The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
Symplicit - The a b c of Behaviour - Jodie Moule - v1.0jodie moule
It seems everyone is talking about changing behaviour through design, but changing behaviour is actually a pretty hard task.
This presentation looks at behaviour change and what this means for us as designers.
Hurricane change 3 methods for preparing for disruptive change in businessMatthew Hawkins
Business transformation can be disruptively beautiful. It usually leaves a path of destruction on it's way to creating a better organization. The challenge is that it inflicts significant change on people. Are there ways to better prepare for it? Yes. We'll examine 3 things you can do to prepare for disruptive change in your business.
There's lots of talk about behavioural economics. But how do you practically apply it to sustainability?
Many books and presentations focus on specific aspects and heuristics, such as social norms and reframing.
This deck doesn't attempt this. Instead it provides initial guidance and suggestions for CSR and Sustainability professionals who want to start applying behavioural economics within their organisations. What should they do differently? Which practical steps should they take?
We hope it gets you thinking.
For a copy of the deck, please get in touch via: http://prime-decision.com/contact/
Similar to Agile enterprises, creating a growth culture, and changing behaviors (20)
Will humanizing businesses make them more ethical? How can we adapt to the future of work and digital transformation? What governance arrangements do we need in the fourth industrial revolution?
Reboot Your Life - an elegant time management approachPaul Gibbons
In the book Reboot Your Life, I extracted the best of David Allen, Steven Covey - to put together a personal development and effectiveness process - that helps you manage time, your values, your priorities, and develop yourself as a leader.
The science of organizational change - summary and chapter descriptionPaul Gibbons
What can 21st century science teach us about leading change? Mindfulness, choice architecture, risk psychology, evidence-based management, influencing with facts, VUCA, systems thinking, cognitive biases and much more (really).
Language, Spirituality, the Body and LeadershipPaul Gibbons
A brief talk on holistic leadership development. First, linguistic ontology - how does language shape reality for leaders and followers. Second, spirituality - how does meaning-making, and the search "outside oneself" affect leaders and followers. Third, what role does the body play in leadership.
A talk given at the International Leadership Association - with two appended case studies.
Embedding Sustainability: From rules to reasons and consciousnessPaul Gibbons
How do you embed sustainability in businesses? A presentation on linking the best behavioral change methods to sustainability to bring about the required transformation in mindsets, attitudes and actions.
From Paul Gibbons, Chairman and Founder, Future Considerations
and Mark Wade, Future Considerations Director, and former Sustainability Director at Shell
Leadership and the Great Life - Designing Mission, Vision and Goals That Insp...Paul Gibbons
In addition to some great tools, this presentation has some great suggestions for inspirational songs.... A precursor to my book Reboot Your Life - available in fine bookstores everywhere (well just Amazon).
Learn how to get what you want out of life - while listening to the top-ten most inspirational songs!
The precursor to my book Reboot Your Life - which is on Amazon and fine booksellers everywhere. (Well actually just on Amazon.)
Learn some simple tools for managing time, deciding what is important, and handling email.
Cognitive biases and leadership decision makingPaul Gibbons
Humans make predictable mistakes in thinking - when business leaders do it, it costs lives and livelihoods. Understanding the neuroscience and behavioral economic foundations of thinking errors means business leaders can self-correct - and avoid costly mistakes. This presentation adapted from an upcoming book called The Science of Organizational Change.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
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Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
9. Sunlight is the best disinfectant…
Need 100% clarity on how our particular
business fares when we attempt change
Need to understand the characteristics of
“change masters”
CHANGE AGILITY
13. Change agility refers to flexibility,
adaptability, innovation, and excellence
in executing change in response to
disruptive threats or strategic
opportunities
14. What is change agility?
Mindset is “change is what we do… always”
Change readiness and capability (KSA) are critical
differentiating advantages
Dynamic flow of ideas, problem solving,
knowledge from entire organization
Operationally adaptable, strategically nimble
Resistance to change is an archaic concept
Each change program strengthens the business
15. Change agility questionnaire
1. What percentage of leadership are competent at leading change?
2. How thoroughly are previous change lessons incorporated?
3. To what extent is major change welcomed, or feared?
4. To what extent to leaders see their role as creating change-agile workplaces?
5. The business has flexible structures and processes that can respond quickly?
6. Do ideas permeate the business from outside, and flow from the bottom
7. Is there is a culture of experimentation, prototyping, pilots, and iteration?
17. In complex system, change can
only happen as quickly as the
weakest link…
- to change mindset needs to be
reinforced by changed behavior,
culture, and supporting structures
- to change behavior, you need to
change culture, and supporting
structures (HR policies)
- to change “hard” aspects
(processes, structures), culture,
mindset and behaviors need to
change
20. Intelligence can be
developed
…embrace challenges
… persist in face of setbacks
… see effort as the path to
mastery (not talent)
…learn from criticism
… find lessons and
inspiration from success of
others
Intelligence is static
…avoid challenges
… give up easily
… see effort as fruitless
…ignore useful negative
feedback
… feel threatened by
success of others
21. Growth mindset to growth culture
We want perseverance, rising to challenges, creativity in the face of challenges, learning
from experience!
“A for effort” is derisory!
Do not praise intelligence or talent… “she is super smart…” “good job”
The struggle is where the learning happens… “helping kids with homework…” in business,
call for the consultants!
Think about HR – even the world “talent”
Should we be rewarding “growth” or “effort” rather than performance?
22. Growth culture questionnaire
1. What do you think of growth mindset/ growth culture as concepts?
2. Are they useful to businesses?
3. What outcomes that we desire would be promoted by a growth culture?
4. What are the implications for HR/ strategy of the growth mindset?
5. What specific structures, processes would have to change to implement
it?
32. Three bits of research
Mini-habits
Implementation triggers
Social support
33.
34. Mini-habits
It takes about two months…
Building the habit more important than “reps”
Small changes are sustainable
They build momentum
They build self-confidence
They build automaticity
35. Implementation triggers
When I get home, I will instantly go for 30m
run
The instant I get to the office I will
30m before a client meeting, I will always…
The first thing I do after lunch is
When I check into a hotel, I will….
36. The power of a 30 day challenge
Most highly effective people can do anything for 30
days
Gets competitive juices flowing
30 days is enough time to have transformative effect,
but short enough so it doesn’t feel like a jail sentence
We are going to pick a 30-day challenge
42. Which company operates in more than 200 countries?
Which company employs more than 2 million people?
Which leading technology company started selling meat slicers?
47. Advisor on
organizational change
to global corporations
Non-executive/
independent director
Advisor/ program
leader on business
education
Speaking
Writing
48. More?
One-day program called
LEADING AND MANAGING
CHANGE IN THE 21ST
CENTURY, February 24th, in
Fort Collins
Three-day version offered in
Denver in the Spring
Custom-tailored versions for
senior teams
paul@paulgibbons.net
Paul G Gibbons
www.paulgibbons.net
Paul Gibbons Author
Editor's Notes
70 fail is an urban myth yet change rates remain horrible…
What is the nature of change? Like a batting average where 1/3 is excellent?
Do business consider these factors in ROI/ cost-benefit/ capital budgeting?
Capital budgeting, estimating ROI, prioritizing use of capital and resources
Worse idea ever – that part of an organization is static…
Worse change theory ever – unfreeze, change, refreeze….. Kurt Lewin – a brilliant sociologist, who was complete wrong about change
DID HE do his research in IOWA??/ that would explain why he thought things didn’t move
May seem a trivila point…
PSYCHOLOGICAL RESPONSE TO CHANGE – THIS SHOULD NOT BE HAPPENING
THE WAY WE DESIGN BUSINESS LEARNING…
AS FAR AS I CAN TELL, NO MAJOR MBAS HAVE MUCH TO OFFER STUDENTS ON MANAGING AND LEADING CHANGE
Gave 10 year olds a challenge – some went wow a challenge…. Bring it on!
Those that see this as a test of intelligence which they might fail…
And sometimes cheated, sometimes comparison….
POWER OF YET….. NOTE GOOD OR NOT GOOD, GOOD OR NOT YET…
Growth mindset has been “seen” by brain imaging…
How we think about talent…
- got it or don’t…
- people with right sorts of attitudes…. One of the things should be recruiting…
Structures that keep fixed mindset in place
Almost true to say that punishment does not work at all…
- short term
- very deleterious long-term effects
Wish I had $25 bucks for every time someone in my MBA class said “we need incentives to… work/ innovate/ produce…”
- we do not! All labor has dignity, MLK but Karl Marx….
- working is what gives our lives meaning (recall definition of flourishing)
- working together (collaborating to do great things) is what Marx said was a special endowment of our humanness
Rewards do not work as we expect
The movers
Pay for performance
Stock options
Praise
Consider this thought experiment – perhaps based on 25 year old version of yourself…. If you had had $25m at that time, would or would you not have worked?
What about rewards?
- withdrawing reward worse than punishment
- intrinsic versus extrinsic motivation (link to engagement)
- little evidence that PRP works… (enormous literature I BETTER CHECK)
- little evidence that stock options work (QUOTE FROM PFEFFER)
Backfire effect…
Hand hygiene performed • Appropriate skin prep* o Chlorhexidine gluconate (CHG) for patients ≥120 days old o CHG for patients < 120 days old when either there is no contraindication to CHG or contraindication is unknown o Povidone iodine, alcohol, CHG, or other specified for children
Anecdote from British Airways
Leaves individual with choice
Steers choice toward their good, or common good (or both)
Organ donation
Savings plans
Health behaviors
2-year course in Change Agent Skills…
Usually supplemented by 1-2 years training in facilitation/ coaching…
Business is the most important force for good (or bad) on the planet…
We have seen over and over again how much harm in can do… from Thalidomide in the 1950s to the crash of 2007 and Deepwater Horizon
Everyday we enjoy the fruits – produced largely by businesses in the 53 trillion world economy
Business reaches places on the globe that “angels fear to tread” – sometimes doing great good, sometimes great harm
Humankind and our world are poised upon a knife edge…
Robotics, AI, climate change, poverty, GMO, drones… so much can go well, or so much wrong
Without business there would have been no widespread steam engine, or motor car, or telegraph, or laser, or semiconductor…
when technology is made available to all, it is bc business finds a way to scale it
Wihtout business there would be no selfie stick…
But I want more than businesses who blindly develop technologies without pausing for thought…
I want their decisions tempered by wisdom, by values, and by ethics…
Role of science in society, and in business is under fire….
What we have is the politicization of everything… expertise is always seen as skewed, in almost every field, matters of policy become
Political power struggles…
When the WHO released its study on meat (which was actually a study of hundreds of studies), the scientists remarks
were challenged by a spokesman for the cattle industry
When scientists with 30 years experience and two Phds talk about vaccination, the counterpoint is provided by a television star
When climate science is presented, the public relations machine of the oil industry goes into high gear
Science is flawed – but for making some kinds of decisions, it is by far the greatest test
There is a new trend in medicine – evidence based medicine – now there are schools of evidence based policy, and evidence based education, and evidence based management
Perhaps most important thing about business is people work there!!!!!!
From 20-70 you might spend 100000 hours at work, if you are French, if American, perhaps twice that…
We give our life blood, the finest years of our lives to enterprises… we need to design enterprises that treat people as if that were so
Nozick – Harvard philosopher invented PLEASURE MACHINE…. Would you go into it? Shows that something other than pleasure (happiness) has value…
Think we need to go beyond notions of happiness – to what Greeks called Eudaimonia…. Roughly human flourishing….
Engagement, fulfillment, success, and hedonic pleasure (positive affect)
Greeks taught us that focusin on happiness was the fastest way to becoming unhappy
As a consequence of this (silly) idea – that we should make ourselves feel good, we end up feeling bad
And because we think we should feel better, we consume in the hopes we can
More than just individual benefits – need to look beyond narrow self-interest – to generations to come, and to fellows on foreign shores