Mid Level Managers as Superhero In a recent blog post on the Harvard Business Review web site Behnam Tabrizi reported on some research he had undertaken on why change and innovation (a pre-curser to change) didn’t work. The article is focused on Leadership but I found some powerful snippets about doing change.
Tag archives: build a change team
Change Maturity – how do you tell?
Over the last couple of weeks we have been working hard to develop a questionnaire to help people identify their level of change maturity. That means writing incisive questions to identify behaviours typical of a particular maturity level which are not typical of another maturity level. This begs two questions:
Change is THE strategic capability
Making change a strategic capability I have been working on a capability model for change recently and then preparing to teach a course on strategy as part of a management qualification. Putting the two together brings me to a conclusion that the one thing an organisation has to be able to do to survive is …
Convincing people to change
In a recent posting on their web site Prosci have discussed their ADKAR model for describing how an individual makes a successful change. Towards the end of the article they provide data from a recent webinar in which they ask which stage of the model poses the biggest challenge. Just over two-thirds of the respondents …
Training for change
Robert Cole, Managing Director, explores why employees need to be trained in several key areas for change to be a success. Click to read the full story published in Training Journal Magazine.
A Middle Ground approach to change
In a recent MIT Sloan Management Review (Winter 2013) one of the articles describes what it calls a ‘Middle Ground’ approach to change. I thought it worth reporting as it has a couple of neat ideas about where to get ideas for change.
Chief Change Officer
We believe that change in an organisation is a core competence; at least as much as finance, HR, marketing, sales, operations, or IT. So we advocate a senior manager who is accountable for successful change as a member of every senior management board â?? a Chief Change Officer or Director for Change. This person will …