This presentation defines change and transition and looks closely at each of the five stages of one of the most widely accepted transition models. After explaining the model we will use an interactive exercise to identify leadership actions to help people move more quickly through each stage. Lastly, we will look at what the “experts” recommend for leadership actions in each stage.
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When you think of change management as a product, you ask yourself different questions: Do people who work here know how to use change management? Is it simple? Complex? Is it obvious how it works? What’s fast about it? What’s slow about it? Are there bugs? What’s broken that we can quickly fix and what’s going to take a long time?
In today’s Volatile Unpredictable Complex and Ambiguous (VUCA) environment, leaders that want to deliver extraordinary results, require a fundamentally different approach to change management.
Every week of every month, our work is interrupted by changes and issues which take away from the time needed to focus on our tasks. And when trying to solve these changes and issues, escalation becomes an option; however when and how should we escalate to solve these changes and issues. This webinar tackles how to efficiently and effectively deal with changes, issues, and escalation in order to make you more productive. Note: Forms covered during this class are offered which you can use back on the job.
An exploration of how companies can begin using change management principles to increase project effectiveness in times of significant change. The presentation will focus on change management, as well as stakeholder and sponsor management.
Project launch time is looming in Santa Land. December 24th is a strict deadline. Workers are frantic, frenzied, frazzled, and full of fret. Come listen in as the Elfin Spirit of Lean Illumination shares with a distressed Toy factory leader the Meaning of Lean Change Management.
It used to be thought that with the right reasons, humans would do as reason dictated. That proved false. Then it was believed that emotions mattered. True, but also a completely insufficient answer. To change behavior, we need to get to grips with the phenomenon of habit (sometimes our ally, but often not!)