http://www.stephen-warrilow.com/Practical support for directors managing changeennoreply@blogger.com (Stephen Warrilow)Tue, 07 Sep 2010 09:35:55 PDTBlogger http://www.blogger.com98125http://creativecommons.org/licenses/by-nd/2.0/blogspot/SywShttp://feedburner.google.comSubscribe with My Yahoo!Subscribe with NewsGatorSubscribe with My AOLSubscribe with BloglinesSubscribe with NetvibesSubscribe with GoogleSubscribe with PageflakesSubscribe with PlusmoSubscribe with The Free DictionarySubscribe with Bitty BrowserSubscribe with NewsAlloySubscribe with Live.comSubscribe with Excite MIXSubscribe with Attensa for OutlookSubscribe with WebwagSubscribe with Podcast ReadySubscribe with FlurrySubscribe with WikioSubscribe with Daily Rotationhttp://feedproxy.google.com/~r/blogspot/SywS/~3/VKgiakY024U/conflict-resolution-tips-influence.htmlResistancenoreply@blogger.com (Stephen Warrilow)Sat, 28 Aug 2010 08:31:53 PDTtag:blogger.com,1999:blog-4047696517636799387.post-52426116529475276892010-08-28T16:31:53.393+01:002"It is not always evident when you are going to make a withdrawal from the favor bank of politics,... but it is always obvious you are making a deposit" [Jennifer Steinhauer] There are many...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/ZDZMitxGUdafuJpR5Co6dCmr4rM/0/da"><img src="http://feedads.g.doubleclick.net/~a/ZDZMitxGUdafuJpR5Co6dCmr4rM/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/ZDZMitxGUdafuJpR5Co6dCmr4rM/1/da"><img src="http://feedads.g.doubleclick.net/~a/ZDZMitxGUdafuJpR5Co6dCmr4rM/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=VKgiakY024U:iTN3YoG3FRI:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/VKgiakY024U" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/conflict-resolution-tips-influence.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/4wyu8og9H4I/conflict-resolution-tips-overcoming.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-43052602749279503442010-08-23T13:41:40.684+01:000The negative aspect of organisational politics occurs when individuals drive their own personal agendas and priorities at the expense of the wider corporate agenda. The motivation for this type of...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/H4NI1_s6SxQewDmmQ-MarmKQKm0/0/da"><img src="http://feedads.g.doubleclick.net/~a/H4NI1_s6SxQewDmmQ-MarmKQKm0/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/H4NI1_s6SxQewDmmQ-MarmKQKm0/1/da"><img src="http://feedads.g.doubleclick.net/~a/H4NI1_s6SxQewDmmQ-MarmKQKm0/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=4wyu8og9H4I:YSnU705rXa0:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/4wyu8og9H4I" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/conflict-resolution-tips-overcoming.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/FXazwqWyBXY/conflict-resolution-tips-dealing-with.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-77691638283955129292010-08-23T13:41:40.685+01:000Perspectives on politics vary. There is the negative view, which sees politics as the exercise of personal power used for personal gain and at the other end of the spectrum the positive view, that...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/BfnMSnr0fVCKQKFO7iQ2FkpZ_yg/0/da"><img src="http://feedads.g.doubleclick.net/~a/BfnMSnr0fVCKQKFO7iQ2FkpZ_yg/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/BfnMSnr0fVCKQKFO7iQ2FkpZ_yg/1/da"><img src="http://feedads.g.doubleclick.net/~a/BfnMSnr0fVCKQKFO7iQ2FkpZ_yg/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=FXazwqWyBXY:8gU0QHc_i3A:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/FXazwqWyBXY" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/conflict-resolution-tips-dealing-with.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/qY1JhjffCHI/conflict-resolution-tips-for-change.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-61604848934421374092010-08-23T13:41:40.686+01:000Collaboration within and between teams is an essential facet of organisational life in general and change management in particular. So as a change leader it is helpful to have a basic framework for...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/e43W1iH_jtRUh4gvJL3lPMgl3KA/0/da"><img src="http://feedads.g.doubleclick.net/~a/e43W1iH_jtRUh4gvJL3lPMgl3KA/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/e43W1iH_jtRUh4gvJL3lPMgl3KA/1/da"><img src="http://feedads.g.doubleclick.net/~a/e43W1iH_jtRUh4gvJL3lPMgl3KA/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=qY1JhjffCHI:db-8x2u0qg8:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/qY1JhjffCHI" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/conflict-resolution-tips-for-change.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/saKx-q8hKG8/facilitative-leadership-5.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-47468281906213051502010-08-23T13:41:40.688+01:000(1) Facilitative leaders exercise advanced communication skills These 3 techniques can help ensure that your people are involved in the change management process and that they are assured of your...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/JWc1v2hTKSTvv-4xGEN1umGWCJ0/0/da"><img src="http://feedads.g.doubleclick.net/~a/JWc1v2hTKSTvv-4xGEN1umGWCJ0/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/JWc1v2hTKSTvv-4xGEN1umGWCJ0/1/da"><img src="http://feedads.g.doubleclick.net/~a/JWc1v2hTKSTvv-4xGEN1umGWCJ0/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=saKx-q8hKG8:mE2N-cRl0Ko:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/saKx-q8hKG8" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/facilitative-leadership-5.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/Y2nKk4OXkMc/facilitative-leadership-in-change.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-28274839565390899992010-08-23T13:41:40.689+01:000What is facilitative leadership? The definition and understanding of facilitative leadership has evolved over time, and has emerged from the more familiar term "transformational leadership" which is...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/EcrZr7PIqZ85FsclPXn2ghgJLCk/0/da"><img src="http://feedads.g.doubleclick.net/~a/EcrZr7PIqZ85FsclPXn2ghgJLCk/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/EcrZr7PIqZ85FsclPXn2ghgJLCk/1/da"><img src="http://feedads.g.doubleclick.net/~a/EcrZr7PIqZ85FsclPXn2ghgJLCk/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=Y2nKk4OXkMc:hRHtzPklzwM:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/Y2nKk4OXkMc" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/facilitative-leadership-in-change.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/KdVBIilW0Mw/dealing-with-resistance-to-change-5.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-1066004538611788882010-08-23T13:41:40.690+01:000Here are 5 key aspects to dealing with resistance to change: (1) Factual aspect of dealing with resistance to change A well-executed communication strategy is vital to a successful change...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/YAJQtuMogY5K49Pv0M1LkBkcAL0/0/da"><img src="http://feedads.g.doubleclick.net/~a/YAJQtuMogY5K49Pv0M1LkBkcAL0/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/YAJQtuMogY5K49Pv0M1LkBkcAL0/1/da"><img src="http://feedads.g.doubleclick.net/~a/YAJQtuMogY5K49Pv0M1LkBkcAL0/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=KdVBIilW0Mw:iN7nCvFV2Eo:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/KdVBIilW0Mw" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/dealing-with-resistance-to-change-5.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/5IXltu3CKvs/dealing-with-resistance-to-change-best.htmlResistancenoreply@blogger.com (Stephen Warrilow)Mon, 23 Aug 2010 05:41:40 PDTtag:blogger.com,1999:blog-4047696517636799387.post-33370233595632026142010-08-23T13:41:40.692+01:000Resistance to change is a very natural and healthy reaction! As a generalisation, the older you get the more likely you are to resist change - you've seen it all before, you know what works and what...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/p1X5sBDASvOCKdMZ01TzJw9bMlk/0/da"><img src="http://feedads.g.doubleclick.net/~a/p1X5sBDASvOCKdMZ01TzJw9bMlk/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/p1X5sBDASvOCKdMZ01TzJw9bMlk/1/da"><img src="http://feedads.g.doubleclick.net/~a/p1X5sBDASvOCKdMZ01TzJw9bMlk/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=5IXltu3CKvs:-je-bJ-rNTQ:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/5IXltu3CKvs" height="1" width="1"/>http://www.stephen-warrilow.com/2010/08/dealing-with-resistance-to-change-best.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/BvxAzKJFfZc/current-state-of-change-management-in.htmlWorkplacenoreply@blogger.com (Stephen Warrilow)Sat, 31 Jul 2010 03:58:16 PDTtag:blogger.com,1999:blog-4047696517636799387.post-62965373315565239922010-07-31T11:58:16.812+01:000The current state of change management in the UK is currently reactive to issues that show up on the board's radar rather than driven by any strategic intent or innovation. This, and the following...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/iGhh-6NNxLUGu6_BHgYbgRSYkvs/0/da"><img src="http://feedads.g.doubleclick.net/~a/iGhh-6NNxLUGu6_BHgYbgRSYkvs/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/iGhh-6NNxLUGu6_BHgYbgRSYkvs/1/da"><img src="http://feedads.g.doubleclick.net/~a/iGhh-6NNxLUGu6_BHgYbgRSYkvs/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=BvxAzKJFfZc:a6x3AQHHVK4:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/BvxAzKJFfZc" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/current-state-of-change-management-in.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/XxnTeEPeHe4/resistance-to-change-understanding_10.htmlResistancenoreply@blogger.com (Stephen Warrilow)Wed, 16 Jun 2010 16:10:15 PDTtag:blogger.com,1999:blog-4047696517636799387.post-18161040870141326242010-06-17T00:10:15.432+01:000Resistance to change is the inevitable consequence when management do not recognise the people dimension of change and when management do not employ change processes, and change management techniques...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/WJrnodl5NS4SNum9WJzlx-BXVj4/0/da"><img src="http://feedads.g.doubleclick.net/~a/WJrnodl5NS4SNum9WJzlx-BXVj4/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/WJrnodl5NS4SNum9WJzlx-BXVj4/1/da"><img src="http://feedads.g.doubleclick.net/~a/WJrnodl5NS4SNum9WJzlx-BXVj4/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=XxnTeEPeHe4:PHmMI0UatjA:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/XxnTeEPeHe4" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/resistance-to-change-understanding_10.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/LmoNLrqrdp0/resistance-to-change-understanding.htmlResistancenoreply@blogger.com (Stephen Warrilow)Wed, 16 Jun 2010 16:10:15 PDTtag:blogger.com,1999:blog-4047696517636799387.post-24245546118900439532010-06-17T00:10:15.433+01:000Resistance to change and dealing with resistance to change is a subject about which much has been written and it remains a recurring subject in comments and questions posted on my website and about...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/v22ygkwU9CCg1OrvWzJDANOoXF0/0/da"><img src="http://feedads.g.doubleclick.net/~a/v22ygkwU9CCg1OrvWzJDANOoXF0/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/v22ygkwU9CCg1OrvWzJDANOoXF0/1/da"><img src="http://feedads.g.doubleclick.net/~a/v22ygkwU9CCg1OrvWzJDANOoXF0/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=LmoNLrqrdp0:UBJHAJKv6Ds:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/LmoNLrqrdp0" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/resistance-to-change-understanding.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/8afGP-H63CI/resistance-to-change-working-with.htmlCultureResistancenoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:26:52 PDTtag:blogger.com,1999:blog-4047696517636799387.post-82947031116171924302010-06-17T10:26:52.280+01:000Resistance to change is the inevitable consequence when senior management overlook the people related issues that are crucial to success, but there is a further, closely related, reason and that is...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/S_yduA52BdblGYGF_kk7SYhKBGM/0/da"><img src="http://feedads.g.doubleclick.net/~a/S_yduA52BdblGYGF_kk7SYhKBGM/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/S_yduA52BdblGYGF_kk7SYhKBGM/1/da"><img src="http://feedads.g.doubleclick.net/~a/S_yduA52BdblGYGF_kk7SYhKBGM/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=8afGP-H63CI:HFPuB40lW9I:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/8afGP-H63CI" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/resistance-to-change-working-with.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/-h_hh9bhVuU/change-management-what-is-appropriate.htmlLeadershipnoreply@blogger.com (Stephen Warrilow)Thu, 01 Jul 2010 05:49:32 PDTtag:blogger.com,1999:blog-4047696517636799387.post-52211322330936056122010-07-01T13:49:32.167+01:000Historically, in times of recession and economic slow down, the organisational response has been "slash and burn" on costs, and to focus on and streamline business processes to squeeze out ever...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/8FRQKY6iGRzgXzuOD9yhWrVC0YE/0/da"><img src="http://feedads.g.doubleclick.net/~a/8FRQKY6iGRzgXzuOD9yhWrVC0YE/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/8FRQKY6iGRzgXzuOD9yhWrVC0YE/1/da"><img src="http://feedads.g.doubleclick.net/~a/8FRQKY6iGRzgXzuOD9yhWrVC0YE/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=-h_hh9bhVuU:ADzTK3BphYQ:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/-h_hh9bhVuU" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-what-is-appropriate.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/lBbmlqbmNag/change-management-harnessing-energy.htmlLeadershipCommunicationnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:21:43 PDTtag:blogger.com,1999:blog-4047696517636799387.post-72302577670835394782010-06-17T10:21:43.613+01:000Traditional approaches to change management have been based around the principles of Newtonian physics and in particular the 3 laws of motion which, broadly stated, suggest that things don't change...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/Ek0aNwBc8wadVNo9i4zC3VTceZ8/0/da"><img src="http://feedads.g.doubleclick.net/~a/Ek0aNwBc8wadVNo9i4zC3VTceZ8/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/Ek0aNwBc8wadVNo9i4zC3VTceZ8/1/da"><img src="http://feedads.g.doubleclick.net/~a/Ek0aNwBc8wadVNo9i4zC3VTceZ8/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=lBbmlqbmNag:2cxXy5f7rIU:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/lBbmlqbmNag" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-harnessing-energy.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/AhFyzWhiu9U/change-management-survival-of-most.htmlLeadershipnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:20:07 PDTtag:blogger.com,1999:blog-4047696517636799387.post-76573983602285739582010-06-17T10:20:07.502+01:000Charles Darwin famously said that: "It isn't the strongest of the species that survive, nor the most intelligent, but the ones who are most responsive to change" Any organisation whose...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/zMjzwyrxi8Jcug-KTjJtujX_IDo/0/da"><img src="http://feedads.g.doubleclick.net/~a/zMjzwyrxi8Jcug-KTjJtujX_IDo/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/zMjzwyrxi8Jcug-KTjJtujX_IDo/1/da"><img src="http://feedads.g.doubleclick.net/~a/zMjzwyrxi8Jcug-KTjJtujX_IDo/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=AhFyzWhiu9U:eC1BTuZLMFc:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/AhFyzWhiu9U" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-survival-of-most.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/wswgeQWwR7Y/change-management-horror-of-it-all.htmlLeadershipnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:20:07 PDTtag:blogger.com,1999:blog-4047696517636799387.post-50072195280087600112010-06-17T10:20:07.503+01:000The failure rate of all significant change initiatives is approximately 70%. A recent reader of an article on my website challenged me re the source of that often quoted statistic. Here is a brief...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/f0LUvQAg46sJVH9gJUZQBvL_N5M/0/da"><img src="http://feedads.g.doubleclick.net/~a/f0LUvQAg46sJVH9gJUZQBvL_N5M/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/f0LUvQAg46sJVH9gJUZQBvL_N5M/1/da"><img src="http://feedads.g.doubleclick.net/~a/f0LUvQAg46sJVH9gJUZQBvL_N5M/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=wswgeQWwR7Y:d1l47JfeZ1o:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/wswgeQWwR7Y" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-horror-of-it-all.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/AhxMeKVcnbI/change-management-dont-confuse-map-with.htmlnoreply@blogger.com (Stephen Warrilow)Thu, 10 Jun 2010 04:15:19 PDTtag:blogger.com,1999:blog-4047696517636799387.post-7503304354263621422010-06-10T12:15:19.996+01:000The ability to exercise intellectual intelligence and think in terms of abstract concepts and models is extremely useful in change management. This can be thought of in terms of the conceptual "map"...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/OBJKFQsh1EDr9lFUvgtWZjZPpOw/0/da"><img src="http://feedads.g.doubleclick.net/~a/OBJKFQsh1EDr9lFUvgtWZjZPpOw/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/OBJKFQsh1EDr9lFUvgtWZjZPpOw/1/da"><img src="http://feedads.g.doubleclick.net/~a/OBJKFQsh1EDr9lFUvgtWZjZPpOw/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=AhxMeKVcnbI:U3slThJvZ_w:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/AhxMeKVcnbI" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-dont-confuse-map-with.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/kYaD5BGe5QY/leading-change-leading-people-through.htmlLeadershipnoreply@blogger.com (Stephen Warrilow)Wed, 16 Jun 2010 16:08:15 PDTtag:blogger.com,1999:blog-4047696517636799387.post-48159130739896678382010-06-17T00:08:15.973+01:000According to John Kotter, in a recent interview in "Management Consulting News", many organisations are now much better at managing and guiding change. But unfortunately the current rate of change...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/CpctXupNyOscfYuBtmdFac9hfuA/0/da"><img src="http://feedads.g.doubleclick.net/~a/CpctXupNyOscfYuBtmdFac9hfuA/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/CpctXupNyOscfYuBtmdFac9hfuA/1/da"><img src="http://feedads.g.doubleclick.net/~a/CpctXupNyOscfYuBtmdFac9hfuA/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=kYaD5BGe5QY:oLAQ6OuLk-w:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/kYaD5BGe5QY" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/leading-change-leading-people-through.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/_-nX9yZd9zM/change-management-strategies-for_10.htmlStrategyMasterclassnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:38:44 PDTtag:blogger.com,1999:blog-4047696517636799387.post-48446744964088731922010-06-17T10:38:44.621+01:000"One key reason why implementation fails is that practicing executives, managers and supervisors do not have... a good understanding of the multiple factors that must be addressed, often...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/uuOW0qVhFsNUoXDTdW4fZgCgTWw/0/da"><img src="http://feedads.g.doubleclick.net/~a/uuOW0qVhFsNUoXDTdW4fZgCgTWw/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/uuOW0qVhFsNUoXDTdW4fZgCgTWw/1/da"><img src="http://feedads.g.doubleclick.net/~a/uuOW0qVhFsNUoXDTdW4fZgCgTWw/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=_-nX9yZd9zM:eBq4w38dVkM:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/_-nX9yZd9zM" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-strategies-for_10.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/Si69XduPpVw/change-management-strategies-for.htmlStrategyMasterclassnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:38:44 PDTtag:blogger.com,1999:blog-4047696517636799387.post-82396724180686812332010-06-17T10:38:44.622+01:000Before proceeding with a proposed change initiative, you need to be very clear about this: # The organisational need for the change # The specifics of what will change # The benefits of the...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/J1vXYulGI3fyvNU68KWCld_VQh4/0/da"><img src="http://feedads.g.doubleclick.net/~a/J1vXYulGI3fyvNU68KWCld_VQh4/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/J1vXYulGI3fyvNU68KWCld_VQh4/1/da"><img src="http://feedads.g.doubleclick.net/~a/J1vXYulGI3fyvNU68KWCld_VQh4/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=Si69XduPpVw:g5OucFTZtqg:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/Si69XduPpVw" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/change-management-strategies-for.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/DefxJhwrLMA/managing-transitions-3-guidelines-to.htmlMethodsModelsnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:27:46 PDTtag:blogger.com,1999:blog-4047696517636799387.post-65704358224775371802010-06-17T10:27:46.857+01:000Change is an emotional business. The failure to address the human impacts of change is at the root of most failed change initiatives. It is not enough just to "manage" change; people need to be led...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/1dmMv3Hi0uERhUaxOKJyapFMBJ0/0/da"><img src="http://feedads.g.doubleclick.net/~a/1dmMv3Hi0uERhUaxOKJyapFMBJ0/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/1dmMv3Hi0uERhUaxOKJyapFMBJ0/1/da"><img src="http://feedads.g.doubleclick.net/~a/1dmMv3Hi0uERhUaxOKJyapFMBJ0/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=DefxJhwrLMA:bSgZ8XsLd44:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/DefxJhwrLMA" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/managing-transitions-3-guidelines-to.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/NVG3o3RJ-FY/leading-change-man-in-mirror.htmlLeadershipnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 01:46:39 PDTtag:blogger.com,1999:blog-4047696517636799387.post-69079447198377251082010-06-17T09:46:39.589+01:000"I'm starting with the man in the mirror I'm asking him to change his ways And no message could have been any clearer Take a look at yourself and then make a change" [ Michael Jackson] By...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/JuXidrCc8kmc0bzcDKniNYy7Ivg/0/da"><img src="http://feedads.g.doubleclick.net/~a/JuXidrCc8kmc0bzcDKniNYy7Ivg/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/JuXidrCc8kmc0bzcDKniNYy7Ivg/1/da"><img src="http://feedads.g.doubleclick.net/~a/JuXidrCc8kmc0bzcDKniNYy7Ivg/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=NVG3o3RJ-FY:qHhBPcMFOcw:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/NVG3o3RJ-FY" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/leading-change-man-in-mirror.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/KRKGiz1HR8Y/practitioners-masterclass-leading-your.htmlMasterclassnoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 02:02:06 PDTtag:blogger.com,1999:blog-4047696517636799387.post-75696526503396463942010-06-17T10:02:06.014+01:000The full title for this article is "Practitioners Masterclass - Leading your people through change, putting it all together and managing the whole messy business". That last bit is important...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/TSqBv8oGcOU2se8SNux2Yh6OvP4/0/da"><img src="http://feedads.g.doubleclick.net/~a/TSqBv8oGcOU2se8SNux2Yh6OvP4/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/TSqBv8oGcOU2se8SNux2Yh6OvP4/1/da"><img src="http://feedads.g.doubleclick.net/~a/TSqBv8oGcOU2se8SNux2Yh6OvP4/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=KRKGiz1HR8Y:3OvSH9Lrroc:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/KRKGiz1HR8Y" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/practitioners-masterclass-leading-your.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/HjkCe150j54/motivation-in-workplace-people-are.htmlWorkplacenoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 01:43:14 PDTtag:blogger.com,1999:blog-4047696517636799387.post-79703503161522229142010-06-17T09:43:14.247+01:000To understand motivation in the workplace from a change management perspective, we need to be aware of the context in which this takes place. In the current economic climate, the key drivers for...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/yuuS3aCvnPddx6z0hOuFq7mdkdM/0/da"><img src="http://feedads.g.doubleclick.net/~a/yuuS3aCvnPddx6z0hOuFq7mdkdM/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/yuuS3aCvnPddx6z0hOuFq7mdkdM/1/da"><img src="http://feedads.g.doubleclick.net/~a/yuuS3aCvnPddx6z0hOuFq7mdkdM/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=HjkCe150j54:TDK0_7G1V7U:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/HjkCe150j54" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/motivation-in-workplace-people-are.htmlhttp://feedproxy.google.com/~r/blogspot/SywS/~3/ciHZVoEabm0/noetic-sciences-what-is-noetic-science.htmlTao of Changenoreply@blogger.com (Stephen Warrilow)Thu, 17 Jun 2010 01:55:50 PDTtag:blogger.com,1999:blog-4047696517636799387.post-86069309833923252602010-06-17T09:55:50.480+01:000According to The Institute of Noetic Sciences - founded by former Apollo 14 astronaut Dr Edgar Mitchell - Noetic Science is "the exploration into the nature and potentials of consciousness using...<br/> <br/> [[ This is a content summary only. Visit my website for full links, other content, and more! ]] <p><a href="http://feedads.g.doubleclick.net/~a/jKCMXeWK5lpEeOPdisZWsl2GzxI/0/da"><img src="http://feedads.g.doubleclick.net/~a/jKCMXeWK5lpEeOPdisZWsl2GzxI/0/di" border="0" ismap="true"></img></a><br/> <a href="http://feedads.g.doubleclick.net/~a/jKCMXeWK5lpEeOPdisZWsl2GzxI/1/da"><img src="http://feedads.g.doubleclick.net/~a/jKCMXeWK5lpEeOPdisZWsl2GzxI/1/di" border="0" ismap="true"></img></a></p><div class="feedflare"> <a href="http://feeds.feedburner.com/~ff/blogspot/SywS?a=ciHZVoEabm0:ldnBIg_Y6Io:yIl2AUoC8zA"><img src="http://feeds.feedburner.com/~ff/blogspot/SywS?d=yIl2AUoC8zA" border="0"></img></a> </div><img src="http://feeds.feedburner.com/~r/blogspot/SywS/~4/ciHZVoEabm0" height="1" width="1"/>http://www.stephen-warrilow.com/2010/06/noetic-sciences-what-is-noetic-science.html