Big bang or slow n steady change – which do you prefer? For most people they say that incremental is easier to deal with, not so stressful and more likely to stick. But I ask you, how much of your change is incremental? When was the last time a change manager had the chance to slow things down and have steady paced change?
I’ve been watching with the interest a recent up tick in comments about LinkedIn losing its MOJO. It generally stems from a relaxation in their social protocols across profile, newsfeed and group management. It’s all gone very relaxed!
I’ve seen a lot of chatter about mindfulness recently. It seems to be “in fashion” right now. I have seen it referenced recently for change activity, I’ve also seen it as part of wellness packages and employee assistance programs. It’s definitely something that is permeating to the surface in many ways.
Recently I’ve had a few people ask to meet with me to understand what I do. Now beyond my initial response of “a heck of a lot of things” I’ve tried to explain as clearly as I could what change management is. ivermectin paint But its got me thinking a lot recently about how people see change management. As someone who is inside that labeled world it’s very easy to forget how many people have an alternate or non-understanding of the term. So, I did a very unscientific ask of some friends, past colleagues and other random people that work in my building. Here the results:
I’ve been playing with this conundrum for some time:
“Do change managers make good change leaders or do change leaders make good change managers?”
The origins of my challenge here, come from discussions I had back in April around leadership development being part of change management, or maybe it’s the other way round. When you look at the expectations of senior, experiences and developed change managers, their leadership qualities are paramount. The greater the strategic importance of the change, the greater the leadership needs, and I could spend a whole other conversation on strategic change needs… but not today!
So my last post was a little saccharine coated in terms of the reasoning to do the certification but having had some feedback I decided to bring this post up a few weeks. I’m not totally in agreement with all these reasons but given the feedback I had here’s why your boss, compatriot or you should think about doing the CCA.
Since I launched my certified change agent (CCA) program one of the most common questions I get asked is “why should I do this”. ivermectina preço farmácia popular curitiba I usually explain what the learning includes, key take aways etc. but I have now taken a little time to put together something more structured. Here are the seven reason to become a CCA.
My previous two blog posts have very much focused on the negative frustrations, ambiguities and misrepresentations of words and phrases. I don’t want to dwell any more on those frustrations but I wanted to focus on the positive and successful use of words that are out there.
Continuing the conversation from my last post, I will begin with a statement that will probably annoy the most people and no doubt cause some consternation from others! With a deep breath I shall say it, Organizational Change Management is not the same as Change Management. There, I said it!
Have we short changed ourselves? Have we undervalued or underplayed our hand of cards? Should we be rebranding? What am I talking about? Change Management of course. The focus of all of the previous blog posts are a bit of a give-away on that answer! Let me expand on what I mean.