This is so excellent! Love the awareness of change fatigue/history, culture, and strategic context are core components of a best practice change and transition management. These elements are often under emphasized or completely overlooked.
Thank you for this, very useful. I was involved in change management in a research project in a University, and although I was very successful with the cultural aspect within the graduate school (creating a strong culture of collaboration, self-initiative and self-organisation) I completely overlooked the alignment part - getting the senior researchers and external funders onboard - the whole thing failed because of this -I was naiv to the level of politics going on and the different agendas at the more senior level. In the end all of my efforts were undermined by the egos of the senior positions that had not been taken into account - a painful and costly lesson, but a valuable one. Next time I will spend more time at the start paying attention to the different agendas, needs, interests and politics, understanding the fine-print between the fancy statements, and designing a strategy that everyone can get on board with enthusiastically.
I only follow your advice / videos and successfully implemented to my clients with awesome feedback ! I leaned te change management more from your videos and website than MBA from premier B school
OCM is about maximizing and teaching Cultural Dexterity within the business context. This is what gives it larger implications and makes it a sort of calling, I think. Cultural Dexterity, in today's world, is a valuable, indeed, necessary, skill.
Thank you! I was hoping if you talked about the “how” beside the “what” to do in managing change , for example how to assess change readiness among individuals
Thanks for sharing such important information! This video helped me realize the steps that we omit in my work and that are essential for the success of managing change in an organization.
Mr Kimberling, thank you so much for this tutorial. This will help be enhance Change Strategies that I use. I really appreciate you taking out your time to teach us.
I'm enamored with this. I had the pleasure of reading something similar, and I was truly enamored. "Dominating Your Clock: Strategies for Professional and Personal Success" by Anthony Rivers
i like the alignment comment. getting everyone on the same paige seems to be very important. change fatigue somehow has to be changed to a want or motivation instead of uncomfortability. How!?!?
Hi Laura, yes there are organizational assessment tools that can help identify the required changes and to develop a change strategy to address them...
Hi @Meredith McCarthy, this is a great question and the answer requires understanding the Commitment to Change Process, understanding Resistance in this context and the effective tactics required to promote progression towards Adoption. Although the stages of the Commitment to Change Process are described as finite points for the sake of aiding understanding they are more accurately thought of as transient phases that even frequently overlap. The entire life-cycle of the Commitment to Change Process is reliant on change-focused dialogues that fuel the closing of the knowledge gap throughout the Commitment to Change process. "Resistance" to change is a natural human phenomenon that arises due to a knowledge gap along the continuum of the Commitment to Change process towards Adoption. In this context Resistance starts to occur at the point of adequate Understanding and there are two kinds - Negative Resistance followed by Positive Resistance. Each of these Resistance phases of the Commitment to Change Process can also be broken down into more detail processes consisting of several identifiable and verifiable stages of progression. Each requires specific change-focused dialogues to accurately identify and promote the appropriate change message that enables the target to progress to the next step. This is the mechanics of overcoming the Resistance phase. If you are interested in knowing more please let me know,
Thank you for this video , very informative . Can I include transformational change with the idea of age discrimination in the workplace since i'm thinking of approaching this topic as my capstone project ??! -Age discrimination in the workplace and its association with transformational change
@Ghizlane Ha any form of irrational bias (such as age discrimination) causes a blockage in the acceptance of change (of that bias or mindset). It is not necessarily a transformational change (in an organisational sense although it may be perceived as such on a personal level for some people) but it is effectively addressed by the Commitment to Change Process that is used for Business and Digital Transformation. What is required for the change-focused dialogue are facts that demonstrate and constitute evidence or proof that the bias is wrong because it fails the scrutiny of facts.
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This is so excellent! Love the awareness of change fatigue/history, culture, and strategic context are core components of a best practice change and transition management. These elements are often under emphasized or completely overlooked.
Thank you for this, very useful. I was involved in change management in a research project in a University, and although I was very successful with the cultural aspect within the graduate school (creating a strong culture of collaboration, self-initiative and self-organisation) I completely overlooked the alignment part - getting the senior researchers and external funders onboard - the whole thing failed because of this -I was naiv to the level of politics going on and the different agendas at the more senior level. In the end all of my efforts were undermined by the egos of the senior positions that had not been taken into account - a painful and costly lesson, but a valuable one. Next time I will spend more time at the start paying attention to the different agendas, needs, interests and politics, understanding the fine-print between the fancy statements, and designing a strategy that everyone can get on board with enthusiastically.
Or just say fuxk em all and do something better with your precious time
I only follow your advice / videos and successfully implemented to my clients with awesome feedback ! I leaned te change management more from your videos and website than MBA from premier B school
i wish if you talk about how to write effective change story .. and if you could provide us with an example
OCM is about maximizing and teaching Cultural Dexterity within the business context.
This is what gives it larger implications and makes it a sort of calling, I think.
Cultural Dexterity, in today's world, is a valuable, indeed, necessary, skill.
Didn’t explain anything. Just tells you what we’ve gone through recently.
Thank you! I was hoping if you talked about the “how” beside the “what” to do in managing change , for example how to assess change readiness among individuals
Thanks for sharing such important information! This video helped me realize the steps that we omit in my work and that are essential for the success of managing change in an organization.
Mr Kimberling, thank you so much for this tutorial. This will help be enhance Change Strategies that I use. I really appreciate you taking out your time to teach us.
Excellent detailing Eric... Keep shining !!!
I'm enamored with this. I had the pleasure of reading something similar, and I was truly enamored. "Dominating Your Clock: Strategies for Professional and Personal Success" by Anthony Rivers
very valuable and easy explained information, i really enjoyed the video, thank you !
Thanks
What is major contextual changes in 2021?
i like the alignment comment. getting everyone on the same paige seems to be very important. change fatigue somehow has to be changed to a want or motivation instead of uncomfortability. How!?!?
Much thanks!
This is really helpful. Are there particular intern analysis tools that are best to manage changes?
Hi Laura, yes there are organizational assessment tools that can help identify the required changes and to develop a change strategy to address them...
@@erickimberlingwhat are the tools please? Also can I email you for more info?
Very helpful, thank you.
This was really helpful. Do you have anything on dealing with employee resistance to organizational change? Thank you!
Hi @Meredith McCarthy, this is a great question and the answer requires understanding the Commitment to Change Process, understanding Resistance in this context and the effective tactics required to promote progression towards Adoption. Although the stages of the Commitment to Change Process are described as finite points for the sake of aiding understanding they are more accurately thought of as transient phases that even frequently overlap. The entire life-cycle of the Commitment to Change Process is reliant on change-focused dialogues that fuel the closing of the knowledge gap throughout the Commitment to Change process. "Resistance" to change is a natural human phenomenon that arises due to a knowledge gap along the continuum of the Commitment to Change process towards Adoption. In this context Resistance starts to occur at the point of adequate Understanding and there are two kinds - Negative Resistance followed by Positive Resistance. Each of these Resistance phases of the Commitment to Change Process can also be broken down into more detail processes consisting of several identifiable and verifiable stages of progression. Each requires specific change-focused dialogues to accurately identify and promote the appropriate change message that enables the target to progress to the next step. This is the mechanics of overcoming the Resistance phase. If you are interested in knowing more please let me know,
Thank you Eric
thanks a lot❤
Very Informative!
Glad you think so!
great stuff. thank you.
Glad you enjoyed it!
Thank you for this video , very informative .
Can I include transformational change with the idea of age discrimination in the workplace since i'm thinking of approaching this topic as my capstone project ??! -Age discrimination in the workplace and its association with transformational change
@Ghizlane Ha any form of irrational bias (such as age discrimination) causes a blockage in the acceptance of change (of that bias or mindset). It is not necessarily a transformational change (in an organisational sense although it may be perceived as such on a personal level for some people) but it is effectively addressed by the Commitment to Change Process that is used for Business and Digital Transformation. What is required for the change-focused dialogue are facts that demonstrate and constitute evidence or proof that the bias is wrong because it fails the scrutiny of facts.