This document discusses managing change effectively. It begins with an icebreaker exercise for participants to find commonalities in small groups. It then discusses how change is inevitable and quotes about having faith that change can lead to better opportunities. The learning outcomes are to understand and move with change, clarify life goals, conquer resistance to change, and improve quality of life. Key attitudes for managing change are listed, and a story called "Who Moved My Cheese?" is referenced to depict handling change. Ways to effectively manage change discussed are to anticipate change, monitor for changes, adapt to changes quickly, and reflect on changes. Participants are prompted to reflect on if they are afraid of change and envision their new opportunities.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. It discusses the key characters in the story - Sniff, Scurry, Hem, and Haw - who represent different ways people respond to change. The story is an allegory about accepting and adapting to change. It encourages anticipating change, adapting quickly when cheese is moved, and maintaining a positive attitude. The summary provides links to related videos about the book's message on YouTube.
The document provides information about the SREB-AGEP Doctoral Scholars Program, which supports underserved and minority students in earning a PhD and becoming faculty. It lists the various services provided to scholars, including regular contact, professional development, mentoring, networking, advocacy, and career counseling. It notes that the program's Institute on Teaching and Mentoring is the largest gathering of racial/ethnic minority PhD scholars seeking careers in academia. Statistics are presented on program participants' milestones, including retention rates, number of graduates, and employment outcomes. Quotes and passages from the book "Who Moved My Cheese?" are included, relating to adapting to and anticipating change.
The document provides information about the SREB-AGEP Doctoral Scholars Program, which supports underserved and minority students in earning PhDs and becoming faculty. It lists the various services provided to scholars, including regular contact, professional development, mentoring, networking, advocacy, and career counseling. It notes that the program's Institute on Teaching and Mentoring is the largest gathering of racial/ethnic minority PhD scholars seeking careers in academia. Statistics are presented on program participants' milestones, including retention rates, number of graduates, and employment outcomes. Quotes and passages from the book "Who Moved My Cheese?" are included to discuss adapting to change.
The story follows four characters - Sniff, Scurry, Haw, and Hem - who live in a maze and search for cheese. When they arrive at their usual spot one day, they find the cheese is gone and must learn to adapt to change. Haw is initially reluctant but learns he must anticipate and adapt to change quickly to find new cheese. The story teaches that change is inevitable and those who notice small changes can better adapt to larger changes. It emphasizes anticipating, monitoring, and quickly adapting to change in order to succeed.
The document discusses the characters in the story "Who Moved My Cheese" and how they represent different responses to change. It prompts the reader to reflect on which character they most identify with when facing change and why. It also suggests that we all have elements of each character and encourages thinking about how to apply the positive aspects of each to better cope with and benefit from change.
This document discusses managing change effectively. It begins with an icebreaker exercise for participants to find commonalities in small groups. It then discusses how change is inevitable and quotes about having faith that change can lead to better opportunities. The learning outcomes are to understand and move with change, clarify life goals, conquer resistance to change, and improve quality of life. Key attitudes for managing change are listed, and a story called "Who Moved My Cheese?" is referenced to depict handling change. Ways to effectively manage change discussed are to anticipate change, monitor for changes, adapt to changes quickly, and reflect on changes. Participants are prompted to reflect on if they are afraid of change and envision their new opportunities.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. It discusses the key characters in the story - Sniff, Scurry, Hem, and Haw - who represent different ways people respond to change. The story is an allegory about accepting and adapting to change. It encourages anticipating change, adapting quickly when cheese is moved, and maintaining a positive attitude. The summary provides links to related videos about the book's message on YouTube.
The document provides information about the SREB-AGEP Doctoral Scholars Program, which supports underserved and minority students in earning a PhD and becoming faculty. It lists the various services provided to scholars, including regular contact, professional development, mentoring, networking, advocacy, and career counseling. It notes that the program's Institute on Teaching and Mentoring is the largest gathering of racial/ethnic minority PhD scholars seeking careers in academia. Statistics are presented on program participants' milestones, including retention rates, number of graduates, and employment outcomes. Quotes and passages from the book "Who Moved My Cheese?" are included, relating to adapting to and anticipating change.
The document provides information about the SREB-AGEP Doctoral Scholars Program, which supports underserved and minority students in earning PhDs and becoming faculty. It lists the various services provided to scholars, including regular contact, professional development, mentoring, networking, advocacy, and career counseling. It notes that the program's Institute on Teaching and Mentoring is the largest gathering of racial/ethnic minority PhD scholars seeking careers in academia. Statistics are presented on program participants' milestones, including retention rates, number of graduates, and employment outcomes. Quotes and passages from the book "Who Moved My Cheese?" are included to discuss adapting to change.
The story follows four characters - Sniff, Scurry, Haw, and Hem - who live in a maze and search for cheese. When they arrive at their usual spot one day, they find the cheese is gone and must learn to adapt to change. Haw is initially reluctant but learns he must anticipate and adapt to change quickly to find new cheese. The story teaches that change is inevitable and those who notice small changes can better adapt to larger changes. It emphasizes anticipating, monitoring, and quickly adapting to change in order to succeed.
The document discusses the characters in the story "Who Moved My Cheese" and how they represent different responses to change. It prompts the reader to reflect on which character they most identify with when facing change and why. It also suggests that we all have elements of each character and encourages thinking about how to apply the positive aspects of each to better cope with and benefit from change.
For this assignment, read the Case Study and write a 2-3 page .docxbudbarber38650
For this assignment, read the Case Study and write a 2-3 page paper in APA format (with a proper cover page, well-organized paper with source citations, and an APA reference list—which do not count towards the page count requirement) answering all three of the questions.
Your responses must be supplemented with research from the text, CDC, NIH, and other quality sources to determine answers and solutions.
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. The book tells a parable about four characters who live in a maze and search for cheese, which represents what one wants in life. It teaches that one must be able to adapt to change. The summary discusses the characters, themes of anticipating and adapting to change, and how the book helped people overcome challenges in their careers and personal lives by applying its lessons.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. The book tells the story of four characters who live in a maze and search for cheese, which represents what one wants in life. It's an allegory for dealing with change. The summary discusses the characters, themes of anticipating and adapting to change, and how readers have applied the lessons to overcome challenges in their careers and lives.
short-questions/11.jpg
short-questions/Chapter.pdf
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant fac.
Chapter One Valuing Diversity 1 Chapter One Valuin.docxjoyjonna282
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant factor in today’s workplace, many of us perceive
change t ...
This document discusses how to master change through learning and adaptation. It provides an overview of principles for managing personal change, including focusing on the mind, body and spirit, relaxing, unlearning, and playing. It recommends books on leading and managing change. It also discusses how to support others through change by applying lessons from books like "Who Moved My Cheese?" on developing vision and overcoming fear. Leaders are advised to model personal change and involve others in creating visions to gain their support for organizational change. The document provides contact information for further assistance with change management.
The document tells the story of four characters - Sniff, Scurry, Hem, and Haw - who live in a maze and search for cheese. It uses cheese as a metaphor for what people seek in life. One day, the characters discover the cheese has been moved from its usual spot. Sniff and Scurry quickly adapt to the change, while Hem resists. Haw is hesitant at first but eventually learns to anticipate and adapt to change. The story teaches that change is inevitable and it is best to notice small changes, adapt quickly, and continue moving forward to find new cheese.
The document discusses learning to master change and provides principles and strategies for successfully adapting to and leading change. It emphasizes the importance of learning agility, embracing uncertainty, letting go of old ways of thinking, and supporting others through change. Specific tips discussed include visualizing the future, overcoming fear of failure through relaxation, noticing small changes early, and drawing on tested models of organizational change leadership. The overall message is that learning and change are interconnected, and mastering one helps master the other.
The document provides a summary of key concepts from Stephen Covey's book "The Seven Habits of Highly Effective People". It discusses that the book focuses on paradigms and how they shape behaviors and thoughts. It outlines the seven habits, including being proactive by consciously choosing responses, beginning with the end in mind by creating a mission statement to guide decisions, and becoming principle-centered rather than focused on temporary satisfactions.
The document describes two models of stages of change: the Transtheoretical Model which includes the stages of precontemplation, contemplation, preparation, action, and maintenance; and the Kübler-Ross model which includes the stages of shock, denial, self-doubt, acceptance, experimentation, search for meaning, and integration. Each stage is characterized and strategies are provided to support moving through the stages of change when making or adapting to changes in one's life.
The document discusses embracing change and transition. It defines change as situational and external, while transition is the internal process of coming to terms with a new situation. Types of change include starting a new job, adapting to a new role, or becoming a parent. When facing change, it's important to consider what may be lost or gained and what is unknown or uncertain. The document outlines seven principles of transition management and identifies phases of transition. It provides six steps for surviving organizational change, including understanding the reasons for change, clarifying expectations, ensuring the ability to implement change, examining alternatives, determining rewards and consequences, and acting with commitment.
This document discusses overcoming resistance to change when implementing new technology. It identifies key elements of resistance like apprehension, excitement, intimidation, and hopelessness. It recommends preparing staff for change by establishing urgency, communicating changes clearly, and identifying threats and opportunities. Identifying a support team to analyze how change will impact the organization and convince others that change is necessary. Analyzing readiness by understanding people, communicating openly, and believing change is important. Finally, it recommends implementing change by rewarding success, analyzing improvements, and ensuring leadership support.
The document defines resilience as the ability to recover quickly from difficult situations. It notes that the current pandemic was unexpected and discusses how we must learn to expect and handle unexpected changes. The key to resilience is managing setbacks by moving forward, adapting to life's changes, and personal growth. Developing resilience involves maintaining a positive outlook, focusing on one's values and serving others, focusing on controllable factors, finding purpose, and relying on social support.
This document summarizes the key points from the first seven chapters of a book about breaking free from expectations and reclaiming your authentic self.
The chapters discuss identifying the expectations that may be holding you back, such as from parents, culture or your own beliefs. It explores having a "wake up call" realization that you're not living as you truly want. Making the courageous decision to change requires honesty, risk-taking and facing fears. Breaking free means stepping into uncharted territory and the unknown, which can be challenging but also liberating. Listen to your inner voice to stay grounded. Overcoming roadblocks, such as self-doubt or lack of support, requires resilience and a growth mindset
The newsletter is being resent due to minor font issues in some browsers. The April 2009 edition discusses beliefs - how they are formed from experiences and can be changed. It uses the metaphor of walking a knife edge to represent having an open perspective versus being attached to a single belief. The second article discusses the importance of leaders having depth in their approach, represented by the depth of a ship's keel, to navigate difficult waters and keep a steady course.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
More Related Content
Similar to Who Moved My Cheese - Supplemental Book Overview (Criswell College)
For this assignment, read the Case Study and write a 2-3 page .docxbudbarber38650
For this assignment, read the Case Study and write a 2-3 page paper in APA format (with a proper cover page, well-organized paper with source citations, and an APA reference list—which do not count towards the page count requirement) answering all three of the questions.
Your responses must be supplemented with research from the text, CDC, NIH, and other quality sources to determine answers and solutions.
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. The book tells a parable about four characters who live in a maze and search for cheese, which represents what one wants in life. It teaches that one must be able to adapt to change. The summary discusses the characters, themes of anticipating and adapting to change, and how the book helped people overcome challenges in their careers and personal lives by applying its lessons.
The document summarizes the book "Who Moved My Cheese?" by Dr. Spencer Johnson. The book tells the story of four characters who live in a maze and search for cheese, which represents what one wants in life. It's an allegory for dealing with change. The summary discusses the characters, themes of anticipating and adapting to change, and how readers have applied the lessons to overcome challenges in their careers and lives.
short-questions/11.jpg
short-questions/Chapter.pdf
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant fac.
Chapter One Valuing Diversity 1 Chapter One Valuin.docxjoyjonna282
| Chapter One: Valuing Diversity 1
Chapter One: Valuing
Diversity
The wise are as rare as eagles that fly
high in the sky.
Bantu proverb
| Chapter One: Valuing Diversity 2
VALUING DIVERSITY
Chapter Objectives
After reading this chapter, you should be able to:
x know how to value diversity.
x understand what it takes to manage change.
x explain how the right or wrong attitude affects managing
change.
x clarify what it means to embrace diversity.
x see the connection between interrogating my thinking and
valuing diversity
x identify the three approaches to diversity.
x describe what is required for cultural competence.
Chapter One
| Chapter One: Valuing Diversity 3
Introduction
What is Diversity? Organizations use definitions of diversity that are almost as
diverse as the subject itself, but what is clear is that the central theme of ‘valuing
everyone as individuals – as employees, customers, and clients’ extends diversity
beyond what is legislated.
Business exists in competitive and changing markets, which means that all
employees must make significant contributions to business success and add value
in every conceivable manner, but everyone is different, so organizations will need
to be able to harness individual workers’ unique differences and convert them into
competitive advantage.1 When studying organizational phenomena, many
researchers state that employers implicitly assume that employees within
an organization are homogeneous.
Diversity researchers reject this assumption. Their work focuses on
questions that arise when the workforce is acknowledged as a heterogeneous mix
of people with different backgrounds, experiences, values, and identities.2 A
challenge of this type puts a premium on value systems that are inclusive, fair
and ethical. We know from the essential characteristics of the psychological
contract that employees expect their employers to value who they are.3 This is
why effective workplace diversity is so important to enhancing business
performance and, as research evidence shows, is correlated with good people
management.4
According to the change agenda, Managing Diversity: Linking Theory and
Practice to Business Performance Conference foreword by Dianah Worman:
[Type the company name] | Chapter One: Valuing Diversity 4
In the global market place of the twenty-first century, the pace of change in
business practice is considered faster than ever before. Organizations are striving
to keep one step ahead of competitors to gain and sustain market share and to
appease the increasingly voracious appetites of customers regarding products and
service delivery. Against this fluid background, the challenge organizations face is
to be able to respond to change in ways that assure survival.5
While change is a constant factor in today’s workplace, many of us perceive
change t ...
This document discusses how to master change through learning and adaptation. It provides an overview of principles for managing personal change, including focusing on the mind, body and spirit, relaxing, unlearning, and playing. It recommends books on leading and managing change. It also discusses how to support others through change by applying lessons from books like "Who Moved My Cheese?" on developing vision and overcoming fear. Leaders are advised to model personal change and involve others in creating visions to gain their support for organizational change. The document provides contact information for further assistance with change management.
The document tells the story of four characters - Sniff, Scurry, Hem, and Haw - who live in a maze and search for cheese. It uses cheese as a metaphor for what people seek in life. One day, the characters discover the cheese has been moved from its usual spot. Sniff and Scurry quickly adapt to the change, while Hem resists. Haw is hesitant at first but eventually learns to anticipate and adapt to change. The story teaches that change is inevitable and it is best to notice small changes, adapt quickly, and continue moving forward to find new cheese.
The document discusses learning to master change and provides principles and strategies for successfully adapting to and leading change. It emphasizes the importance of learning agility, embracing uncertainty, letting go of old ways of thinking, and supporting others through change. Specific tips discussed include visualizing the future, overcoming fear of failure through relaxation, noticing small changes early, and drawing on tested models of organizational change leadership. The overall message is that learning and change are interconnected, and mastering one helps master the other.
The document provides a summary of key concepts from Stephen Covey's book "The Seven Habits of Highly Effective People". It discusses that the book focuses on paradigms and how they shape behaviors and thoughts. It outlines the seven habits, including being proactive by consciously choosing responses, beginning with the end in mind by creating a mission statement to guide decisions, and becoming principle-centered rather than focused on temporary satisfactions.
The document describes two models of stages of change: the Transtheoretical Model which includes the stages of precontemplation, contemplation, preparation, action, and maintenance; and the Kübler-Ross model which includes the stages of shock, denial, self-doubt, acceptance, experimentation, search for meaning, and integration. Each stage is characterized and strategies are provided to support moving through the stages of change when making or adapting to changes in one's life.
The document discusses embracing change and transition. It defines change as situational and external, while transition is the internal process of coming to terms with a new situation. Types of change include starting a new job, adapting to a new role, or becoming a parent. When facing change, it's important to consider what may be lost or gained and what is unknown or uncertain. The document outlines seven principles of transition management and identifies phases of transition. It provides six steps for surviving organizational change, including understanding the reasons for change, clarifying expectations, ensuring the ability to implement change, examining alternatives, determining rewards and consequences, and acting with commitment.
This document discusses overcoming resistance to change when implementing new technology. It identifies key elements of resistance like apprehension, excitement, intimidation, and hopelessness. It recommends preparing staff for change by establishing urgency, communicating changes clearly, and identifying threats and opportunities. Identifying a support team to analyze how change will impact the organization and convince others that change is necessary. Analyzing readiness by understanding people, communicating openly, and believing change is important. Finally, it recommends implementing change by rewarding success, analyzing improvements, and ensuring leadership support.
The document defines resilience as the ability to recover quickly from difficult situations. It notes that the current pandemic was unexpected and discusses how we must learn to expect and handle unexpected changes. The key to resilience is managing setbacks by moving forward, adapting to life's changes, and personal growth. Developing resilience involves maintaining a positive outlook, focusing on one's values and serving others, focusing on controllable factors, finding purpose, and relying on social support.
This document summarizes the key points from the first seven chapters of a book about breaking free from expectations and reclaiming your authentic self.
The chapters discuss identifying the expectations that may be holding you back, such as from parents, culture or your own beliefs. It explores having a "wake up call" realization that you're not living as you truly want. Making the courageous decision to change requires honesty, risk-taking and facing fears. Breaking free means stepping into uncharted territory and the unknown, which can be challenging but also liberating. Listen to your inner voice to stay grounded. Overcoming roadblocks, such as self-doubt or lack of support, requires resilience and a growth mindset
The newsletter is being resent due to minor font issues in some browsers. The April 2009 edition discusses beliefs - how they are formed from experiences and can be changed. It uses the metaphor of walking a knife edge to represent having an open perspective versus being attached to a single belief. The second article discusses the importance of leaders having depth in their approach, represented by the depth of a ship's keel, to navigate difficult waters and keep a steady course.
Similar to Who Moved My Cheese - Supplemental Book Overview (Criswell College) (20)
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
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আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
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A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Who Moved My Cheese - Supplemental Book Overview (Criswell College)
1. Supplemental
Book Overview
Presented to
Dr. David Edgell, CriswellCollege
Presented by
Matthew Newman
In Partial Fulfillment
of the Requirements for MIN 612.F2.L1
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2. It is safer to
search in
the maze
than to
remain in a
cheeseless
situation.
Dr. Spencer Johnson, Who Moved My Cheese
2
3. TABLEOFCONTENTS
01 – Summary
An overview of Who Moved My Cheese describing the
main points of Dr. Spencer’s work and what he was trying
to convey about the subject of the book.
02 – Story Elements
A high-level demonstration of the method, or process in
which the story builds that gives the reader a clear path to
understanding practical application.
03 – Life Application
Who is the ideal person thatWho Moved My Cheese appeal
to and what do the elements of Who Moved My Cheese
teach?
04 – Key Action Steps
How can the elements of Who Moved My Cheese be applied
to the life of the reader and contribute to their overall
development? What are the action steps?
3
4. 01 Summary
4
Change is necessary and certainly cannot be avoided. Therefore, in order to
successfully navigate the maze of life, we must embrace change, which is the moral
of Spencer Johnson’s Who Moved My Cheese.
Who Moved My Cheese is a story about four characters two people – Hem and Haw
and two mice – Scurry and Sniff. Each are searching for an important element of life
– happiness and success, represented as cheese. Each character eventually makes its
way through the maze to find the cheese, but the value of the story is seen in how
they respond when the cheese is no longer there.
Dr. Johnson is looking to help his readers identify how they respond, measure,
manage, and ultimately master the complex changes in the maze called life.
5. 02 Story Elements
5
Setting
Who Moved My Cheese takes place in a maze
made up of several stations near the homes of all
characters – Hem, Haw, Scurry.The main conflict
of the story begins in the maze at Station C. We
can consider this the deciding point given that
this is where Haw decides whether he would
leave Hem and search for more cheese, while
Hem decides whether to stay and wait for more
cheese or venture off with Haw.
Climax
To the point shared in our summary, change is
necessary and certainly cannot be avoided. Haw
recognizes this and ventures off to eventually find
more cheese at Station N. Haw was kind enough
to leave clues, or “Writings on theWall” for Hem
hoping that they would encourage him to
embrace and appreciate the change.
6. Story Elements
6
Characters
1. Hem – Resistant to change, Hem questioned the need to
change and was content with exerting energy to find the easiest
path versus adapting to the need to change.
2. Haw – Change caught Haw by total surprise but he eventually
adapted to the change and moved on to new cheese.
3. Scurry – Not disturbed by the need to change, Scurry
recognized the necessity to change and acted immediately.
4. Sniff – Known as the most proactive, Sniff could sense the need
to change.
7. Characters
7
Characters – How do you relate?
1. How do you respond to change?
Do you wallow in the need to
change, or do you adapt?
2. When change happens, can you
find joy in the journey?
3. Are you frightened by change, or
do you respond immediately,
identifying the necessary action
steps?
4. Do you consider yourself to be
more proactive or reactive to
change?
8. 03 LifeApplication
8
Who does Who Moved My Cheese apply to? Everyone.
1. Change is inevitable.
2. Expect change.
3. Know when to change.
4. Embrace change.
5. Ride the wave of change.
6. Appreciate change.
7. ABC – Always Be Changing
9. List1 Identify2 Focus3 Pray4
9
List how you typically
respond to change. Do
you resist change or
are you accepting of
change?
04 Key Action Steps
Focus on the feeling of
achieving something
new. How would this
new feeling help
strengthen personal
and professional
relationships?
Pray. What fear do you
need God to remove,
or how can the grace
of God help encourage
you to give yourself
more grace?
Identify any
constraints that are
preventing you from
achieving something
new.What past guilt
do you refuse to let go
of?
10. 10
Addendum
Life moves on
and so should
we.
What you are afraid of is
never as bad as what
you imagine.The fear
you let build up in your
mind is worse than the
situation that actually
exists.
See what you're doing
wrong, laugh at it,
change and do better.
11. 11
Thank you
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