How to Lead Change When You Don't Have the Time Phil Buckley, Change with C...Phil Buckley
Many leaders quickly launch a change initiative without defining and creating the environment that will help people take on new ways of thinking and acting.
Here are three simple steps that will engage people and enable a change. They will save you time, especially when you don't have it to spare.
A slideshow I use when I give a one-day talk on organizational change. Part of a three module executive education program at IFL - Stockholm School of Economics.
- define change management
- characters of change management
- level of change management
- step to transforming your organization
and effective steps of managing change
- act like a leader, not a manager
- benefit of change management
ppt of change management
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
How to Lead Change When You Don't Have the Time Phil Buckley, Change with C...Phil Buckley
Many leaders quickly launch a change initiative without defining and creating the environment that will help people take on new ways of thinking and acting.
Here are three simple steps that will engage people and enable a change. They will save you time, especially when you don't have it to spare.
A slideshow I use when I give a one-day talk on organizational change. Part of a three module executive education program at IFL - Stockholm School of Economics.
- define change management
- characters of change management
- level of change management
- step to transforming your organization
and effective steps of managing change
- act like a leader, not a manager
- benefit of change management
ppt of change management
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
This is a book review of the book titled 'Smart things to know about change' done for the first semester of my MMS degree. Very proud of this one and how it came out :)
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
Why wellness strategies fail and how to make them workRod Warner
Wellness strategies can easily fail. Ensure they are successful by linking the strategy to improvement in the organisational areas of wellness pain. The wellness budget can then be funded by the savings it will produce. Critically, there needs to be a focus on the why and what of personal wellness change and also providing resilience training tools to support and sustain the how of the personal change.
Creating employee engagement and sustainable business iperformanceRod Warner
The story of how Royal Swaziland Sugar Corporation created employee engagement and sustainable business performance. Open space technology, contracting between processes, and building personal resilience were key elements that resulted in proven business improvements.
For a free "how to" application to apply these steps to your company, email me: rod@buildingresilience.co.za
This is a book review of the book titled 'Smart things to know about change' done for the first semester of my MMS degree. Very proud of this one and how it came out :)
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
Why wellness strategies fail and how to make them workRod Warner
Wellness strategies can easily fail. Ensure they are successful by linking the strategy to improvement in the organisational areas of wellness pain. The wellness budget can then be funded by the savings it will produce. Critically, there needs to be a focus on the why and what of personal wellness change and also providing resilience training tools to support and sustain the how of the personal change.
Creating employee engagement and sustainable business iperformanceRod Warner
The story of how Royal Swaziland Sugar Corporation created employee engagement and sustainable business performance. Open space technology, contracting between processes, and building personal resilience were key elements that resulted in proven business improvements.
For a free "how to" application to apply these steps to your company, email me: rod@buildingresilience.co.za
If you need a great program for change management in your organization. Here it is. I would be happy to offer this program to you free of charge and to actually conduct a one hour overview with your organization FREE, if you are in the Phoenix Area. Otherwise, enjoy and use this slide show.
Importance of successful change management ; Change management principles ; Change management process ; Resistance to change ; ; Building culture for change ; ADKAR Model ; Change management strategies; John P Kotter's change management strategies
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
2. Today's business world is highly competitive. The way to
survive is to reshape to the needs of a rapidly changing
world. Resistance to change is a dead-end street. . . for both
you and the organization. Customers are not only
demanding excellent service, they are also demanding more.
If you do not supply it, your competitors will. Organizations
are reshaping themselves to change quickly in order to meet
the needs of their customers. The organization's top leaders
know they cannot throw money at every problem and that
they need highly committed and flexible workers. As a
leader, you need to emphasize action to make the change as
quickly and smoothly as possible. “Resistance is futile,” as
the Borg from Star Trek like to put it
3. Organizations normally go through four main changes
throughout their growth (Klepper, 1997):
• Formative Period - This is when a new organization is just
getting started. Although there is a founding vision (the
purpose of the organization), there are no formal definitions.
This is just as well because normally there are a lot of
experimentation and innovation taking place. These changes
of creativity and discovery are needed to overcome
obstacles and accomplish breakthroughs.
• Rapid Growth Period - Direction and coordination are
added to the organization to sustain growth and solidify
gains. Change is focused on defining the purpose of the
organization and on the mainstream business.
4. Continue……………
• Mature Period - The strong growth curve levels off to the
overall pace of the economy. Changes are needed to
maintain established markets and assuring maximum gains
are achieved.
• Declining Period - This is the rough ride. For many
organizations it means down-sizing and reorganization. To
survive, changes include tough objectives and
compassionate implementation. The goal is to get out of the
old and into something new. Success in this period means
that the four periods start over again.
5. A comparison
CHANGE MANAGEMENT
CHANGE LEADERSHIP
Change is a threat to be controlled
Change is a competitive advantage to be
embraced
Change is “managed” through methods Change is “led” through the heart and
and tools
mind
Selected change managers are most
qualified to handle change
A team of change leaders is required to
lead change
Issues and problems can be cleaned up
“after the fact”
Issues and problems can be mitigated
proactively
6. Change managers and change leaders
• Leadership is required for change
• “A change team made up only of managers – even
superb managers who are wonderful people – will
cause major change efforts to fail.” (John Kotter)
• Leaders and managers need to work together
• Leadership drives and management controls
SUCCESSFUL CHANGE TEAMS
75% Leadership + 25% Management
7. Change Acceptance
• Throughout periods of changes, which is just about all the
time for a good organization, leaders need to concentrate on
having their people go from change avoidance to change
acceptance. There are five steps accompanying change
(Conner, 1993):
• Denial - cannot foresee any major changes
• Anger -at others for what they're putting me through
• Bargaining - work out solutions, keep everyone happy
• Depression -is it worth it? doubt, need support
• Acceptance - the reality
8. Continue………….
This is why a worker's first reaction to
change is often to resist it. People get
comfortable performing tasks and
processes in a particular manner. This
comfort provides them with the security
that they are the masters of their
environment. Some of the things that
cause them to fear change include a
dislike of a disruption in their lives,
looking like a fool by not being able to
adapt and learn, their jobs might
become harder, and a lose of control.
9. Leaders can help the change process by changing their
employees' attitude from avoidance into acceptance. This is
often best accomplished by changing avoidance questions
and statements into acceptance questions:
• From “Why?” to “What new opportunities will this
provide?”
When they ask “why,” focus on the benefits that the change
will provide them and the organization. Do NOT feel
uncomfortable if you are feeling hesitation about the change
too...you are also human. By spelling out the benefits, you
will not only comfort them, but help to convince yourself
too.
10. • From “How will this affect me?” to “What problems will this
solve?”
Anything that prevents something from being better is a
problem. Let them know what the problem is and how they will
be part of the solution.
• From “We do not do it this way.” to “What would it look like?”
Show them, provide plenty of explanations and compassion, and
get your team to ask and answer questions.
• From “When will this change be over so we can get back to
work?” to “What can I do to help?”
Get them involved in implementing the change. Help them to
become part of it.
• From “Who is doing this to us?” to “Who can help us?”
Focus on the challenges that must be overcome. Ensure that you
enlist help from other departments and colleagues.
11. Kurt Lewin (1951) theorized that there are
three stages to change:
• Unfreezing
Old ideals and processes must be tossed aside so that new
ones may be learned. Often, getting rid of the old processes
is just as difficult as learning new ones due to the power of
habits. Just as a teacher erases the old lessons off the
chalkboard before beginning a new lesson, so must a leader
help to clear out the old practices before beginning the new.
During this part of the process you need to provide just a
little bit of coaching as they are unlearning not learning and
a lot of cheerleading (emotional support) to break the old
habits.
12. Changing
•
•
•
•
The steps to the new ideals are learned by practicing:
What I hear, I forget.
What I see, I remember.
What I do, I understand. (Kung Fu Tzu)
Although there will be confusion, overload and despair, there
will also be hope, discovery, and excitement. This period
requires a lot of coaching as they are learning and just a little bit
of cheerleading due to the affect of Arousal Overloading.
• Refreezing
The new processes are now intellectually and emotionally
accepted. What has been learned is now actually being practiced
on the job. Just a little bit of coaching is required and a lot of
cheerleading is used to set up the next change process. . .
remember it is continuous process improvement