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Manage the pain of change

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I like condensed exformative blog posts about leadership, especially if they are about "organizational change management". So, I was very pleased when I found a link in my Intra to the post "How leaders can handle the pain of change ", written by Melissa Lanier in the Linked 2 leadership blog. Melissa states "Very quickly, the people in an organization can go from positive and committed to actively disengaged . Change will fail if it is executed by disengaged people who are going through the motions to collect a paycheck. Leaders must connect with people and communicate through the pain of change to drive commitment". She clarifies the 7 questions every leader must answer in order to properly handle the pain of change in your organization: Where are we going?  As a leader, you must paint the picture of where this change is going to take your organization.  Tie your change initiative to organizational vision and values so that all it makes sen

Change management by happiness

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What is really organizational change management? John Kotter has written a lot of books about Change management ; "Leading Change, The Heart of Change, Our Iceberg is melting", where he also explains his famous eight steps to successful change . What else is written about change management? In our internal Yammer tool, I have discovered some new thoughts about this topic.... From Forbes I found an article describing 5 Lessons From A Professional Change Agent (Thanks Dilyana and Juha). Carol Kinsey Goman , is a “professional change agent,” hired to help leaders become more effective communicators. For twenty-five years she has studied, written about, and addressed business conferences on the topic of leading change. She has also learned a lot from the communication trials and triumphs of the business professionals she coaches. Here’s what she has learned so far: People are more important than strategy Emotion has more impact than logic Your behavior is more pe

APMG Change management Practitioner...

... är jag inte ännu. Men på fredag eftermiddag hoppas jag vara det. Jag är alltså på kurs (Learning Tree i London) för att lära mig mer om Change management . Kursboken som jag plöjt igenom inför kursen heter " Making sense of Change Management - A complete guide to the models, tools & techniques of organizational change ". Av Cameron&Green. Första dagens utbildning handlade primärt om Individual change management. Några highlights från dag1 är the learning dip, Kolb´s learning cycle, classical and operant conditioning, cognitive techniques for change, Kubler-Ross model of change and adjustment, Maslow´s hierarchy of needs, Gestalt approach of change, MBTI, Tuckman´s model of team change, Lewin´s three-step model based on force field analysis, Kotter´s eight-step model for transforming your organisation, Beckhard´s formula (C=[ABD] > X). I kursmaterialen fanns det några citat som blev mina favoriter: Plus ca change, plus c´est la même chose. (The more things chang

Lean-Agile leadership

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What is specific with Lean-Agile leadership ? From SAFe home page you can read more about the cornerstones of Lean-Agile leadership . I would like to emphasize three components that are close to my heart - emotional intelligence, growth mindset and organizational change management practices. First , as a Lean-Agile leader you need to "Lead by Example". In order to do this you need to " model behaviors that foster a generative culture ". The following behaviors create the foundation for this dimension of leadership: Authenticity Emotional Intelligence Life-long learning Growing others Decentralized decision making I have been interested in  Emotional Intelligence (EQ) since about 2005, starting out by reading the book "Emotional intelligence" by Daniel Goleman. I am a certified coach within the Emotional Intelligence framework EQ-i 2.0 and I strongly believe every leader has to understand this set of skills that has been defined within the positive psych

Personality isn´t permanent

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The other day I got a proposal from author and entrepreneur Benjamin Hardy . I subscribe to his mailing list since November last year when I wrote this blog post summarizing his "Culture Wall" . The proposal was: - Do you want to read and review my new book "Personality isn´t permanent" before it comes out June 16? - I said Yes! The book is interesting for everyone interested in personal development and how you create your Future Self.  I believe it is well written and enlightening in many ways. Buy the book here . My own focus linked to personal development is all about developing your Emotional Intelligence (EQ) . This book actually talks a lot of personal development by developing your emotional skills. So, the book totally resonates with my way of looking into personality and personal development. "Life is a journey - keep developing and focus on creating new better versions of yourself" My way of reviewing books, articles, TED-seminars and

Leading change

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Igår kväll hemkommen från London efter att ha tillbringat en vecka med att förkovra mig kring Change management. Lyxigt. Helgen tillbringades därefter tillsammans med frun med att shoppa, gå på musical, äta & dricka gott... Lyxigt. Här följer några utdrag ur " Making sense of Change management " av Cameron & Green , kapitel 4 ( Leading change ): Visionary leadership: unless you know where you are going, and why, you cannot possibly get there. Leaders prepare organizations for change and help them cope as they struggle through it. Visionary leaders all appear to have a central story that connects with the audience´s point and which also is embodied in the leader him- or herself. Leadership of the 21st century organizations is about challenging people, taking them out of their comfort zones, letting people feel external pressure and exposing conflict. Leaders should help others make good connections, and to develop a sense of common purpose across boundaries, thus build

Bringing life 2 organizational change

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I got a recommendation for a leadership book last summer. It was " Finding Our Way - Leadership For an Uncertain Time " written by Margaret J. Wheatley . On my way home from my ski holiday in Idre I read a chapter called " Bringing Life to Organizational Change ", cowritten by Myron Rogers. Damned good! Exformative summary: "If organizations behave like living systems, the following description of change should sound familiar: Some part of the system notices something... It chooses to be disturbed by this. Chooses is the important word here. If it chooses to be disturbed, it takes in the information and circulates it rapidly through its networks. As the disturbance circulates, others grab it and amplify it. The information grows, changes, becomes distorted from the original, but all the time it is accumulating more meaning. Finally, the information becomes so important that the system can´t deal with it. Then and only then will the system begin to change

Courage to Create Change

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… var titeln på årets globala ICF coach-konferans som gick i Malmö 18-20 september. Jag lyckades signa  mig som volontär (tack för det Magnus Fälth) och kunde tack vare det gå på flera av seminarierna - när jag inte fixade med "the social community", skrev ut konferensprogram, printade boardingcards osv. Jag tänkte jag skulle dela med mig av några s k highlights : Kelly McGonigal pratade om "Change your mind about stress". Jag gillar Kelly - hennes grundbudskap var " omfamna stress " istället för att se den som ett hot… läs mer här . Myles Downey pratade om "Change, courage and enabling genious". Helt ärligt så lyckades han med att få publiken att " vilja hjälpa honom komma tillbaka på rätt spår" . Det hjälpte dock inte - han verkade inte riktigt ha jobbat igenom sin föreläsning - det blev "för teoretiskt och tråkigt" - se YouTube-klipp här . Alan Seale pratade via länk från staterna om "The Art of tra

Network leaders changing company tribes?

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How do you perform change management in large organisations? How do you use the power of organisational tribes within large organisations? How do you boost the network leaders in a company? I have more and more come to believe that units of about 100-150 people are a reasonable size in order to be effective. Many companies have implemented their organisations using this size and the evidence for this "group size being effective" goes back to the ancient tribe societies many thousand years ago. In a large organisation with many thousand people - how do you really support these tribes ? When having identified the existing tribes, you should understand the value of using the tribe leaders within the company. Top management who are steering the company towards a new vision, making new strategies and rolling out transformation plans should always remember that the cultural change will still be headed by the tribe leaders. And, in all organisations you have persons that a

Management is (Still) Not Leadership...

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...says John Kotter in his HBR blog post from today. He writes that he was a few weeks ago once again reminded about the massive confusion around the two terms leadership and management. He states that the mistakes people make around this issue are threefolded; people use the terms "management" and "leadership" interchangeably, people use the term "leadership" to refer to the people at the very top of hierarchies and people often think of "leadership" in terms of personality characteristics. He explains the difference: " Management is a set of well-known processes, like planning, budgeting, structuring jobs, staffing jobs, measuring performance and problem-solving, which help an organization to predictably do what it knows how to do well. Management helps you to produce products and services as you have promised, of consistent quality, on budget, day after day, week after week. Leadership is entirely different. It is associated wit

Exformative summary - UPW 2013 London

Unleash the Power Within This program contains adult language FEAR avoiding  Pain and seeking Pleasure MAKE SOME NOISE FOR TONY The Six Human Needs: Certainty - Variety Significance - Connection Growth - Contribution Firewalk experience - cool moss, cool moss... Simon says... YOU FREAKING ROCK Know your outcome Know your reasons why Take massive action Know what you are getting Change your approach Say I It must change now I must change now I can change now You´re unbelievable Forward motion with emotion Love your family - choose your peers Transformation day Wheel of life Oh, fuck! Fuck you! Make it a Must - not a Should I OWN YOU! Strategies : Ingredients, amounts and qualities, order and sequence, intensity and duration VAKOG The Dickens process poor - good - excellent - OUTSTANDING Set a new standard - STEP UP! Life will never be the same -  Life is changing!

Andre Agassi - rebellen?!

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Jag blev rekommenderad att läsa boken "Open - an autobiography" om/av Andre Agassi . Alltså, självbiografin om Andre Aggasi´s liv . En grymt bra bok. En överraskande bok, på många sätt. Utan att berätta för mycket så vill jag citera inledningen - den  ger en inblick i Andre´s mycket speciella värld och visar på språket och "melodin" som används i boken: "I´m seven years old, talking to myself, because I´m scared, and because I´m the only person who listen to me. Under my breath I whisper: Just quit, Andre, just give up. Put down your racket and walk off this court, right now. Go into the house and get something good to eat. Play with Rita, Philly, or Tami. Sit with Mom while she knits or does her jigsaw puzzle. Doesn´t that sound nice? Wouldn´t that feel like heaven, Andre? To just quit? To never play tennis again? But I can´t. Not only would my father chase me around the house with my racket, but something in my gut, some deep unseen muscle, won´t let me.

Tribal change leadership

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I am a big fan of TED , to say the least... Thanks to the Tieto Yammer Great Leader group, I found some links to the below "tribe" video clips (picture from triballeadership.net). First, Seth Godin talks about the tribes we lead ( see the full TED show here ): Some exformative statements... Paradigms way back, yesterday and now: Factory - TV- Leadership Tribes are what matters now! You have to find the true believers! Steve Jobs - Bill Gates Tell a story - Connect a Tribe - Lead a movement - Make Change What leaders have in common and How they change everything: Challenge (the status quo) (build a) Culture (they have) Curiosity (they) Connect people (they show) Carisma (they) Commit  Reflect and enjoy: Then, David Logan on tribal leadership ( see the full TED show here ). A summary: People form tribes: they always have - they always will. But not all tribes are the same. What makes all the difference is tribal culture. Tribes are in different matu

The power of words

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This video below is really amazing ... thanks Philipp Rosenthal for sharing. It illustrates the power of words to radically change your message and your effect upon the world. " I wrote the same - but different words ". by Purplefeather : Change your words. Change your world.

Robin Sharma - Victim versus Leader

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Robin Sharma has done it again. An interesting list of leadership thoughts to digest. Amazing. Below from his blog ( read his full blog post here ). If you like the idea of the people you work with becoming leaders within their roles (and the CEO of their job responsibilities), then please study, debate and share the following “ 19 Victim Versus Leader Distinctions “: #1 . Victims talk about people. Leaders talk about ideas . #2 . Victims procrastinate around their goals. Leaders execute on them. #3 . Victims enjoy watching things (like TV and video games). Leaders like making things . #4 . Victims are distracted. Leaders are concentrated . #5 . Victims abhor change. Leaders Adore change . #6 . Victims read what everyone reads. Leaders read what few do. #7 . Victims associate with other victims. Leaders spend most of their time with superstars (and thereby dramatically elevate their productivity and success). #8 . Victims are stuck in the past. Leaders are inspir

"Everything is connected" - TedxTaipei

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How is everything connected? Tom Chi gives his explanation from a scientific perspective at  TedxTaipei  - this talk gives you something to reflect upon... My e X 4 ma T ! ve summary: Heart The iron atom in our hemoglobin is there to bind oxygen and move that through our circulatory system. 100 000 galaxies swirling together in a gravitational dance, drives the process of galaxies colliding, which drive massive star formation, which drive the process of creating the iron that courses through each one of our veins with every heartbeat. Breath Cyanobacteria has been around for 3 Billion Years performing what we call " photosynthesis " (transform carbon dioxide into oxygen). 900 Million years ago, oxygen start to build up in the atmosphere and about 600 Million years ago, the ozone layer forms which is needed in order to sustain complex, multicellular life. Also, the first plants got onto land.  The descendants to the cyanobacteria were eventually captured by plants and are

Greta Thunberg - act right now!

Vilken tjej! En smula märkligt att det ska behövas en svensk ung tjej med Aspergers syndrom för att få "ny fart" på hur vi alla bör ta oss an klimatkrisen och vad vi kan göra för att stoppa den. Greta Thunberg har lyckats nå ut och när du tittar på hennes Ted Talk från Stockholm (bifogat nedan) så är det solklart varför! Några godbitar från hennes Ted Talk If burning fossil fuels was so bad that it threatened our very existence, how could we just continue like before? Why were there no restrictions? Why wasn´t it made illegal? Rich countries like Sweden need to start reducing emissions by at least 15 percent per year What we do or don´t do right now me and my generation can´t undo in the future The climat crisis has already been solved. We already have all the fact and solutions. All we have to do is to wake up and change . Once we start to act, hope is everywhere Everything needs to change and it has to start today Greta Thunberg ,

Tony Robbins - New World, new You Challenge

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I attended the Tony Robbins " New World - new You Challenge " last weekend. It was awesome, as everything tends to be when Tony is involved ( see my blog post from his UPW in 2013 here ). This Challenge was a five days times 2,5 hours virtual session in order " to learn the tools and strategies you need to THRIVE in this new world ". It´s not that easy to summarize this type of experience, but Tony helped out with 4 infographics... Day 1 The quality of my life, is the same as the quality of my emotions Energy is a habit! Warrior - Magician - Lover - King Change your Story - change your Life Day 2 People are not their behaviors Power posture - Peak state ! Day 3 Take massive actions Don´t fall in love with your product Over-deliver, give more I´m the creator of my life Step up! Day 4 Lack of intimacy I´m responsible for making my relationships work You can´t influence another person if you are judging them I´m sorry. I love you. Please forgive me. Thank you.