The document discusses fake and better approaches to organizational change. It identifies ten signs of "fake change" including talk without action, avoidance of failure, and change done to staff rather than with staff. Better approaches are proposed like building client capability, self-directed teams, recognizing complexity, and developing a code of practice for the change profession. The document advocates rejecting default approaches and walking away from engagements that do not enable better change.
STW presentation What I wish I knew when I was your age June 2016Tien Wong
S. Tien Wong, chairman of Tech 2000, gave a presentation with life advice for future business leaders. He emphasized the importance of integrity, finding your passion, and giving 100%. Other tips included choosing a spouse/partner carefully, not overvaluing money, ignoring critics, working hard and being lucky, balancing work and more work when starting a business, expecting everything to take longer than planned, working with great partners, trusting your instincts, and knowing your network is your worth. He assigned homework on passions, strengths, and personal brand and provided ways to connect with him online.
This document advertises a service called GLO Worldwide that claims to help people break into the entertainment industry. It states individuals are tired of spending money on training and not getting work. GLO Worldwide promises to provide an insider system through online orientations and materials to help users get booked within six months for a fee of $39.99, with a money-back guarantee. It urges people to act now as it only works with 50 people at a time on a first come, first served basis.
Startup MBA 2.3 - Customer development and early-stage salesFounder-Centric
This document discusses customer development and how to avoid getting "bad data" when talking to customers. It outlines four types of bad data: compliments, fluff, ideas, and trivia. It provides examples of each and advises how to redirect conversations to get more useful feedback. The document also explains how conversations can go wrong by being too formal, exposing ego, or being too pitch-focused. It emphasizes learning over selling and provides questions that adhere to the "Mom Test" of getting concrete examples and specifics rather than opinions.
Accepting the Truth at Work: 3 Practical Tools Janice Fraser
Mind the Product, 2018 London. This talk provides three practical tools that product leaders can use to uncover, accept, and act on what is true—so that you can be less grumpy and more effective at work. Because isn't that what we all enjoy? The feeling that we're doing good work, and that it's working?
(UBAD Model for Buy-In by Janice Fraser is licensed under Creative Commons Attribution-NoDerivatives License 4.0 International.)
This document provides an overview of the five levels of learning required to become a successful real estate agent, according to Tim and Julie Harris. It begins by describing "Clueless Know Nothings" as agents who are just starting out and don't yet understand what they don't know. It then discusses "Knowing Know Nothings" as those who have realized they need to learn more. The document stresses that agents must be willing to feel uncomfortable to progress to higher levels of learning and success. It aims to help agents assess where they are at and provide motivation to keep striving to learn more.
Imposter Syndrome and the Art of Being WrongMelissa Benua
Women tend to take fewer risks than men - both in their careers and otherwise. However, that gap in risk-taking can lead to more 'missed chances' for advancement and leadership. Our goal with this presentation is to help women learn to identify opportunities where not taking risks or feeling like an imposter has held them back. To identify 'safe' risk-taking opportunities (like asking questions in a big meeting). To challenge the negative thinking associated with failure, and to learn to reframe as positive growth opportunity. And finally, to learn when to trust your gut and when to let your brain override your instincts. Everyone - especially women - should practice taking safe risks every day to help combat the insidious challenge of imposter syndrome!
STW presentation What I wish I knew when I was your age June 2016Tien Wong
S. Tien Wong, chairman of Tech 2000, gave a presentation with life advice for future business leaders. He emphasized the importance of integrity, finding your passion, and giving 100%. Other tips included choosing a spouse/partner carefully, not overvaluing money, ignoring critics, working hard and being lucky, balancing work and more work when starting a business, expecting everything to take longer than planned, working with great partners, trusting your instincts, and knowing your network is your worth. He assigned homework on passions, strengths, and personal brand and provided ways to connect with him online.
This document advertises a service called GLO Worldwide that claims to help people break into the entertainment industry. It states individuals are tired of spending money on training and not getting work. GLO Worldwide promises to provide an insider system through online orientations and materials to help users get booked within six months for a fee of $39.99, with a money-back guarantee. It urges people to act now as it only works with 50 people at a time on a first come, first served basis.
Startup MBA 2.3 - Customer development and early-stage salesFounder-Centric
This document discusses customer development and how to avoid getting "bad data" when talking to customers. It outlines four types of bad data: compliments, fluff, ideas, and trivia. It provides examples of each and advises how to redirect conversations to get more useful feedback. The document also explains how conversations can go wrong by being too formal, exposing ego, or being too pitch-focused. It emphasizes learning over selling and provides questions that adhere to the "Mom Test" of getting concrete examples and specifics rather than opinions.
Accepting the Truth at Work: 3 Practical Tools Janice Fraser
Mind the Product, 2018 London. This talk provides three practical tools that product leaders can use to uncover, accept, and act on what is true—so that you can be less grumpy and more effective at work. Because isn't that what we all enjoy? The feeling that we're doing good work, and that it's working?
(UBAD Model for Buy-In by Janice Fraser is licensed under Creative Commons Attribution-NoDerivatives License 4.0 International.)
This document provides an overview of the five levels of learning required to become a successful real estate agent, according to Tim and Julie Harris. It begins by describing "Clueless Know Nothings" as agents who are just starting out and don't yet understand what they don't know. It then discusses "Knowing Know Nothings" as those who have realized they need to learn more. The document stresses that agents must be willing to feel uncomfortable to progress to higher levels of learning and success. It aims to help agents assess where they are at and provide motivation to keep striving to learn more.
Imposter Syndrome and the Art of Being WrongMelissa Benua
Women tend to take fewer risks than men - both in their careers and otherwise. However, that gap in risk-taking can lead to more 'missed chances' for advancement and leadership. Our goal with this presentation is to help women learn to identify opportunities where not taking risks or feeling like an imposter has held them back. To identify 'safe' risk-taking opportunities (like asking questions in a big meeting). To challenge the negative thinking associated with failure, and to learn to reframe as positive growth opportunity. And finally, to learn when to trust your gut and when to let your brain override your instincts. Everyone - especially women - should practice taking safe risks every day to help combat the insidious challenge of imposter syndrome!
QCS Leadership Conference 2019 - Managing Change From The Inside Out & Strate...Tim Miles
This document discusses challenges related to managing employees and a business. It mentions issues like finding and retaining good employees, communication between employees, government regulations, and having enough work and people to get the work done correctly. It also discusses the need for a plan to bring in new employees and get them up to speed. Maintaining customer and supplier relationships is mentioned as well. Overall the document focuses on operational and people-related issues facing a business manager.
What Zig Ziglar says!!! by Shalaka Patil, UBSShalaka Patil
Zig Ziglar was an American author, salesman, and motivational speaker known for his inspirational talks and writings. He advocated selling the benefits of a product rather than just its features to better meet customer needs. Ziglar also emphasized the importance of honesty and integrity in sales, stating that only honesty pays off in the long run. He believed a positive attitude was important for sales success and that people with optimism can handle frustrations and failures better than those with negative thinking.
This document discusses key factors that contribute to building great organizations. It identifies several essential elements, including:
1. Having a strong sense of identity and purpose. Great organizations have a clear sense of who they are and what they stand for.
2. Strategic focus. Great organizations have a strategic focus that provides context for efforts and allows for planning and foreseeing consequences of decisions.
3. Focus on quality, people, and processes. Quality is a competitive advantage defined by clear processes and measurements. Developing people through investment, training, and alignment is essential rather than optional.
4. Managing change effectively. The ability to manage change is critical for organizational and personal success, as denial only makes one
Last week we surrounded ourselves with over 6,000 of the world’s best digital marketers, leaders, and industry experts for
Connections 2013. There's no comparison to the buzz created when thousands of energized marketers come together in one place. It sparks new ideas, guides you to undiscovered answers, and leaves you with a renewed passion for the work you do.
The following tweets were selected out of thousands because they best describe the transformation of marketing, leadership, and
technology.
This document discusses ideas from several business leaders and authors. [1] It discusses Jim Collins' work on building great companies and emphasizes the importance of having the right people. [2] It also discusses Tony Hsieh's view that problems are opportunities for growth and the importance of open communication and adapting to change. [3] Additionally, it mentions Jeff Jarvis' view that simplicity is complex ideas presented clearly, as well as Jim Collins' view that having meaningful work is important for a great life.
This document provides information about the Disrupt Denver event that took place on April 9, 2014. It includes details about how the event worked with 20 slides and 15 seconds per slide. It also includes disclaimers for the event slides shared by speakers, asking for respect of their work and not using the material for commercial purposes without permission. The document then provides slides from several speakers on topics related to human resources, management, and business.
Diana initiative: Entrepreneurial adventures starting your own companyBryson Bort
This document provides advice for starting an entrepreneurial venture or company. It discusses important considerations such as having a passion for the idea, defining the problem and solution, talking to potential customers, creating a minimum viable product, deciding on a business structure like an LLC, obtaining necessary licenses and registrations, raising money from investors if needed, hiring employees, managing finances and accounting, protecting intellectual property, marketing the business, and dealing with challenges that may arise. The document emphasizes the importance of networking, iterating your idea based on feedback, and not being afraid to ask for help from other entrepreneurs.
100 Tweets to Harness the Power of LeadershipKyle Lacy
This document contains quotes from various leaders on topics related to leadership, marketing, and business. Some of the key ideas expressed are:
- Great leaders harness creativity and knowledge to innovate while maintaining focus and simplicity. They also lead with optimism and integrity.
- Successful organizations focus on selecting the right people and culture over specific goals and strategies. Great leaders serve others and build teams with shared values.
- In marketing, the customer experience is paramount. Marketers must listen to customers, engage them through various channels, and create contextual experiences on mobile devices. Data and metrics should drive business decisions.
- To build something great requires leading during times of change and inflection. Leaders mobilize human
The HubSpot Culture Code: Creating a Company We Lovecolleenfry
The document outlines the culture code at Hubspot, which focuses on being maniacal about metrics and the customer, radical transparency, autonomy for employees, selectivity in hiring, investing in individual skills, challenging conventional wisdom, speaking truth, work-life balance, and continual improvement. Key aspects of the culture include an interesting internal wiki, no vacation policy, autonomy balanced with accountability, and metrics-driven approach. The culture aims to create a company employees love through these principles.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
4. Give our employees the autonomy to be awesome
5. Are picky about our peers
This document discusses different types of traditional careers and jobs that many people find unsatisfying, as well as attributes of an ideal career. It introduces a new type of business model that aims to provide the benefits of business ownership without the risks, paying people based on their performance without caps. This new model is positioned as fitting better within the emerging "performance economy" and "new economy", allowing people to leverage their time and money to potentially attain a more perfect career.
This document summarizes 12 tactics for real estate agents to thrive during market shifts or downturns as outlined in the book SHIFT by Gary Keller. The tactics discussed include maintaining a positive mindset, cutting expenses, leveraging resources, ramping up lead generation activities, improving lead conversion rates, using internet marketing strategies effectively, pricing listings ahead of the market, staging homes well, creating urgency for buyers, and using creative financing options. The document provides examples and explanations for how to implement each tactic.
Transforming Multichannel Marketing into Omni-ChannelHanapin Marketing
Have your campaigns been reduced to Branded SEM and Retargeting because they're the only channels that "have a good ROAS?" Has your client or company obliterated branding in favor of "performance media?" Are you worried if affiliates are hurting or helping your brand? In this session, Aaron will review the interactions between channels like Display, Video SEM and Affiliate to understand how they interact with each other and how to make them greater than the sum of their parts. You'll leave this session with use cases and best practices for a robust multi channel strategies, and above all, a guide for how to get them approved by those who write the checks.
as an entrepreneur is getting into business there difficulties in order to penetrate the chosen market or business. it has solutions in how to overcome the barriers.
How to Write Killer Job Ads (The Science of Recruitment Advertising)Johnny Campbell
Recruiters have lost faith in the power of an ad to attract a great candidate, particularly within niche skills and sectors. In his presentation, Johnny will share the research that proves that language and tone can not only drive more applicants but can ensure that only the top quality candidates apply to your jobs. You will never copy and paste a job spec again after listening to what he has to say.
How Loyal Are Your Customers? - webinarG&A Partners
The challenge for the 21st century is moving beyond customer satisfaction. Suzanne Chambers discusses how to use customer service to your advantage during an economic downturn, improving the ways you speak to your customers, and meeting and exceeding customer expectations.
The document discusses whether the reader is a good fit for a job at Wingify. It outlines Wingify's values of aiming for exceptional rather than average work, prioritizing truth over comfort, and believing hard work leads to greater satisfaction than taking it easy. Wingify also values scrappy thinking to achieve global success from India through leveraging a single passionate person. The document cautions the job may not be a fit if the reader does not fully relate to Wingify's principles of exceptional work over average work, prioritizing truth, and valuing hard work over relaxing.
Chamber Customer Service August PresentationTheChamber
The document discusses the importance of fast customer service and response times for generating revenue. It provides tips for streamlining processes, giving partial answers to customers, tracking response times, and eliminating roadblocks to provide fast customer service. It also covers best practices for interacting with and serving customers, including using clear language, bending policies respectfully for good customers, and building rapport to turn difficult customers into loyal buyers. The overall message is that fast customer service response times are important for revenue and that focusing on continuous improvement can help organizations provide better service.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
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What Zig Ziglar says!!! by Shalaka Patil, UBSShalaka Patil
Zig Ziglar was an American author, salesman, and motivational speaker known for his inspirational talks and writings. He advocated selling the benefits of a product rather than just its features to better meet customer needs. Ziglar also emphasized the importance of honesty and integrity in sales, stating that only honesty pays off in the long run. He believed a positive attitude was important for sales success and that people with optimism can handle frustrations and failures better than those with negative thinking.
This document discusses key factors that contribute to building great organizations. It identifies several essential elements, including:
1. Having a strong sense of identity and purpose. Great organizations have a clear sense of who they are and what they stand for.
2. Strategic focus. Great organizations have a strategic focus that provides context for efforts and allows for planning and foreseeing consequences of decisions.
3. Focus on quality, people, and processes. Quality is a competitive advantage defined by clear processes and measurements. Developing people through investment, training, and alignment is essential rather than optional.
4. Managing change effectively. The ability to manage change is critical for organizational and personal success, as denial only makes one
Last week we surrounded ourselves with over 6,000 of the world’s best digital marketers, leaders, and industry experts for
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The following tweets were selected out of thousands because they best describe the transformation of marketing, leadership, and
technology.
This document discusses ideas from several business leaders and authors. [1] It discusses Jim Collins' work on building great companies and emphasizes the importance of having the right people. [2] It also discusses Tony Hsieh's view that problems are opportunities for growth and the importance of open communication and adapting to change. [3] Additionally, it mentions Jeff Jarvis' view that simplicity is complex ideas presented clearly, as well as Jim Collins' view that having meaningful work is important for a great life.
This document provides information about the Disrupt Denver event that took place on April 9, 2014. It includes details about how the event worked with 20 slides and 15 seconds per slide. It also includes disclaimers for the event slides shared by speakers, asking for respect of their work and not using the material for commercial purposes without permission. The document then provides slides from several speakers on topics related to human resources, management, and business.
Diana initiative: Entrepreneurial adventures starting your own companyBryson Bort
This document provides advice for starting an entrepreneurial venture or company. It discusses important considerations such as having a passion for the idea, defining the problem and solution, talking to potential customers, creating a minimum viable product, deciding on a business structure like an LLC, obtaining necessary licenses and registrations, raising money from investors if needed, hiring employees, managing finances and accounting, protecting intellectual property, marketing the business, and dealing with challenges that may arise. The document emphasizes the importance of networking, iterating your idea based on feedback, and not being afraid to ask for help from other entrepreneurs.
100 Tweets to Harness the Power of LeadershipKyle Lacy
This document contains quotes from various leaders on topics related to leadership, marketing, and business. Some of the key ideas expressed are:
- Great leaders harness creativity and knowledge to innovate while maintaining focus and simplicity. They also lead with optimism and integrity.
- Successful organizations focus on selecting the right people and culture over specific goals and strategies. Great leaders serve others and build teams with shared values.
- In marketing, the customer experience is paramount. Marketers must listen to customers, engage them through various channels, and create contextual experiences on mobile devices. Data and metrics should drive business decisions.
- To build something great requires leading during times of change and inflection. Leaders mobilize human
The HubSpot Culture Code: Creating a Company We Lovecolleenfry
The document outlines the culture code at Hubspot, which focuses on being maniacal about metrics and the customer, radical transparency, autonomy for employees, selectivity in hiring, investing in individual skills, challenging conventional wisdom, speaking truth, work-life balance, and continual improvement. Key aspects of the culture include an interesting internal wiki, no vacation policy, autonomy balanced with accountability, and metrics-driven approach. The culture aims to create a company employees love through these principles.
This presentation represents the mission and culture of Palo Alto Software. It is who we are and who we aspire to be.
Inspired by the culture decks of Netflix and Hubspot, we created this deck to communicate that as a company, we:
1. Rely on data
2. Solve for the customer
3. Are transparent
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This document discusses different types of traditional careers and jobs that many people find unsatisfying, as well as attributes of an ideal career. It introduces a new type of business model that aims to provide the benefits of business ownership without the risks, paying people based on their performance without caps. This new model is positioned as fitting better within the emerging "performance economy" and "new economy", allowing people to leverage their time and money to potentially attain a more perfect career.
This document summarizes 12 tactics for real estate agents to thrive during market shifts or downturns as outlined in the book SHIFT by Gary Keller. The tactics discussed include maintaining a positive mindset, cutting expenses, leveraging resources, ramping up lead generation activities, improving lead conversion rates, using internet marketing strategies effectively, pricing listings ahead of the market, staging homes well, creating urgency for buyers, and using creative financing options. The document provides examples and explanations for how to implement each tactic.
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How to Write Killer Job Ads (The Science of Recruitment Advertising)Johnny Campbell
Recruiters have lost faith in the power of an ad to attract a great candidate, particularly within niche skills and sectors. In his presentation, Johnny will share the research that proves that language and tone can not only drive more applicants but can ensure that only the top quality candidates apply to your jobs. You will never copy and paste a job spec again after listening to what he has to say.
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This presentation was uploaded with the author’s consent.
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This presentation was uploaded with the author’s consent.
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This presentation was uploaded with the author’s consent.
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2. WHAT’S ABOUT TO HAPPEN
How did I get
here?
01
Fake change
02
The root of
all evil
03
Something
is happening
in change
04
Better
change
05
gilbert@kruidenierconsulting.com.au
5. DARYL & THE YEAR-9 STUDENTS
o55 YEARS AGE DIFFERENCE
oSAME QUESTIONS
oIF NOT US, THEN WHO?
oWHAT WILL MY FUTURE BE?
gilbert@kruidenierconsulting.com.au
6. THIS IS ME
(I AM A BIT BETTER NOW)
gilbert@kruidenierconsulting.com.au
8. SPOTTING FAKE CHANGE-1
TALK BUT NO ACTION WHILE THE CHANGE FRAMEWORK GETS
PLASTERED ON EVERY AVAILABLE SURFACE.
gilbert@kruidenierconsulting.com.au
9. SPOTTING FAKE CHANGE-2
FAILURE IS TO BE AVOIDED AT ALL COST.
THIS INCLUDES TRYING NEW THINGS, ESPECIALLY NEW THINGS.
gilbert@kruidenierconsulting.com.au
10. SPOTTING FAKE CHANGE-3
THE CHANGE PLAN IS STRICTLY ‘NEED TO KNOW’
AND VERY, VERY FEW NEED TO KNOW.
gilbert@kruidenierconsulting.com.au
11. SPOTTING FAKE CHANGE-4
CHANGE IS DONE BY MANAGERS AND DONE TO STAFF
BUT ONLY IF IT’S NOT TOO MUCH TROUBLE.
gilbert@kruidenierconsulting.com.au
12. SPOTTING FAKE CHANGE-5
YOUR POSITION DESCRIPTION GETS A PERFECT SCORE
ON THE BULLSH*T BINGO SCORECARD.
gilbert@kruidenierconsulting.com.au
13. SPOTTING FAKE CHANGE-6
NO ONE KNOWS WHAT TO DO, BUT IT WILL TAKE A 12-MONTH FIXED
TERM CONTRACT AT $800/DAY TO DO IT.
gilbert@kruidenierconsulting.com.au
14. SPOTTING FAKE CHANGE-7
THE CHANGE DOES NOT GET SCOPED EVER
AND ALL YOUR ATTEMPTS TO DO SO GET SUBTLY BLOCKED.
gilbert@kruidenierconsulting.com.au
16. SPOTTING FAKE CHANGE-9
CHANGE CONVERSATIONS SOUND LIKE A PLAN OF ATTACK
OR A CONVENTION OF QUANTUM PHYSICISTS
gilbert@kruidenierconsulting.com.au
17. SPOTTING FAKE CHANGE-10
EXECS DECLARING THAT CHANGE LEADERSHIP IS THE WAY TO GO
BUT SHOWING NONE AT ALL AT ANY TIME.
gilbert@kruidenierconsulting.com.au
18. ALL THE FAKENESS IN ONE PLACE
gilbert@kruidenierconsulting.com.au
19. THE ROOT OF ALL EVIL
THAT WOULD BE US…
gilbert@kruidenierconsulting.com.au
20. THE STORIES WE
TELL OURSELVES
“The money is
too good to
pass up”
“We can only do
good from the
inside”
“Principles don’t
pay bills”
“Everyone else
is doing it”
“There’s no
better
alternative”
“Change is a
young
profession”
gilbert@kruidenierconsulting.com.au
21. SCARE
TACTICS
1-O-1
1.Find struggling
organisation
2.Identify problem
(real = optional)
3.Practice concerned
look
4.Claim that only you
can solve it
5.Confuse everyone
with impressive
models
6.Write updates
focusing on risk and
threats
7.Fail on <date goes
here>
8.Blame someone
who is not you
9.Return to square 1
22. TRULY SCARY THINGS
Staff no longer
caring or trying
1
Incoming
Youngsters knowing
90% of what you
know
2
Your client finding
out they were self-
reliant all along
3
The ‘let it burn!’
principle
4
gilbert@kruidenierconsulting.com.au
23. I WANT TO BELIEVE WE CAN BE
BETTER THAN THIS
gilbert@kruidenierconsulting.com.au
25. FAKE CHANGE REVULSION SYNDROME SYMPTOMS
Gradual loss of
patience with
clueless wafflers.
1
Very terse
conversations.
2
Inability to take
most change job
ads seriously.
3
Profound sense of
worry at the state of
organisational
change.
4
Often considering a
new career, coupled
with feelings of
defeat.
5
Avoiding managers
because you can’t
take any more 80’s
change myths.
6
gilbert@kruidenierconsulting.com.au
29. BETTER CHANGE
•BUILD CAPABILITY IN YOUR CLIENTS
•SELF-DIRECTED TEAMS
•COMPLEXITY IS REAL
•WALK AWAY
•REJECT THE DEFAULT
•ARE YOU UP TO CODE?
gilbert@kruidenierconsulting.com.au
Intro
Still can’t quite believe I am here on stage, but looking back, I guess there was no other way
It started with this woman, who
Royal badass, queen of butt-kicking and duchess of discomfort
She took the stage in March 2017 during First Conference here in Melbourne, which is all about Agile practices and many good speakers saying sensible things and making good points
Well, let’s say that Hannah had other plans
Within 10 minutes she had 300 people feeling extremely uncomfortable about their work ethics, views, practices and the general state of affairs in agile land.
I loved it
She was angry, upset and demanding that all present would lift there game or else…
I sat there for 45 minutes taking mental notes on how to make a room full of people angry with themselves while leaving no doubt in their minds that she was only saying this for their own good, what a class act.
At the end of 2017 I had an almost surreal experience when in the span of two weeks I had a 70 year old founding father of change and a group of 15 year old students ask me the exact same questions
This 2 minute video about all my mistakes in change that I made with my friend Peter Phan of FlimpStudios will probably tell you all you need to know about me
What the video doesn’t say is my funny accent is Dutch, I was born in Rotterdam, the unofficial capital of the Netherlands, I’ve lived in Australia since 2014 and loved every day of it
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
10 easy ways to spot Fake Change
Talk but no action while the change framework gets postered on all available surface.
Failure is to be avoided at all cost. This includes trying new things, especially new things.
The change plan is strictly ‘need to know’ and very, very few need to know.
Change is done by managers and done to staff, but only if it’s not too much trouble.
Your PD gives you a perfect score on the bullsh*t bingo scorecard.
No one knows what to do, but it will take a 12-month fixed term contract at $800/day to do it.
The change does not get scoped ever and all your attempts to do so get subtly blocked.
Extreme focus on resistance and how to counter it.
The way change is talked about sounds like either a military operation or a convention of quantum physicist discussing the EPR paradox.
Declaring that change leadership is the way to go but showing none at any time.
Perhaps not you, or you, but definitely me and maybe you
And I am not saying everyone out there is actively looking to destroy the reputation of change management
But our combined efforts are doing a pretty good job at muddying the waters, despite all the best practices
And of course my personal favourite: “I can never own the change’, such a cop out…
Customer doesn’t really want it
Fair enough, but at the rates we get paid, you better damn well show some initiative
Would you rather get paid to lie or be fired for speaking the truth?
Okay, so what do we do about that
Let’s be sure that we’re talking the same thing here;
Revolution: long term social change
Rebellion: short burst of often violent upheaval that makes a point, but rarely improves matters
I am more a fan of rebellions
There have been more than 800 rebellions in the past 5,000 years, most of them we don’t remember
The ones we do remember, what do we REALLY know about them
How successful were they really? (#metoo, Occupy, Spring revolution, #whatif, March for our lives
The bleak truth is that they generally didn’t amount to much and mostly just put another person with slightly different ideas in place
Every single one of these will make things better
Sometimes a necessity, but at least be honest to yourself and others about why you are doing it
Aside from a code of conduct from 2014 by ACMP, crickets