I’m still getting my head around what does and doesn’t work with organizational development and change. After eight and half years of consulting at Velvet Chainsaw, one would think I would have figured out this change management stuff. But I haven’t. I have more questions than answers. I have seeds of ideas in need of planting. So, here are some of my current thoughts about change and change management. I know my thoughts will continue to evolve as I refine how to support, foster and … [Read more...]
An Association Committee’s Three Responses To Change And Innovation
Here’s your Who Wants to be A Millionaire million dollar question: What are the three states of association committee change? Is that your final answer? I’m sorry but solid, liquid and gas are not the right responses. And no, the State of WADITW (we’ve always done it this way), the State of WFIIINB (why fix it if it’s not broke) and the State of DIMWN (do it my way now) are not correct either. Resisted, Constrained and Dynamic are the three states of organizational change says author, CEO, … [Read more...]
Seven Reasons Why Your Conference Attendees Don’t Want You To Change
It’s just not the conference is used to be! That’s a common complaint from long-term conference attendees. Often they resist changes or conference growth. Conference organizers have to carefully watch placating these long-term attendees versus attracting new ones. Sometimes, we have to let the legacy attendees complain or leave in order to make the appropriate changes for growth. Change is never easy or we all would embrace it fast. Common Change Complaints Why does forward-change and … [Read more...]
In Today’s Economy, Significance Precedes Momentum
So many people ask me, “If ______________ (fill in the blank) is so important for conferences, why aren’t more conferences implementing it?” “So you wait to make changes to your event once you see other conferences are already doing it?” I respond. “You wait to copy someone else instead of being the leader?” Frequently, conference planning teams wait until others have tried something before they’ll embrace it. They are risk-averse followers, gripping on to the status quo instead of … [Read more...]
Release Your Conference Trojan Mice!
Forget releasing your conference Kraken—that legendary giant sea monster sent out to destroy anything that gets in your way. And by all means, don’t release your Trojan horse. You don’t need a trick, stratagem or gimmick for your target audience. You need to release your Trojan mice! These are small, well focused changes that add up and have a huge impact. And they are continually introduced in an inconspicuous way. (Sources: Harold Jarche, Euan Semple and Peter Fryer.) Your Company Is … [Read more...]
Leading Others Through Organization Change Requires Effective Brain-Friendly Plans
Yes, when dealing with change, the details of the change are important. Equally important are the plans we develop to bring others along with the change. We often omit creating a plan that our team can own. We make a barbaric blunder and create a plan about the details of the change. We forget about a plan to help our team adopt the change before we talk about the details of the organizational change. Sources: Authors Dr. Sandra Bond Chapman, Dr. Henry Cloud, Dr. Charles Stone, Dr. Al H … [Read more...]
Breaking Through The Guardians Of Change By Addressing The A In ACE
How can you unlock the grip of failure on your organization? “What?” you ask. “My organization is not operating at a loss or failing.” Oh, I beg to differ. If your organization strives to achieve status quo, a failure mentality has taken hold. Fear of failure and fear of change are probably your organization’s biggest obstacle to innovation and growth. Brain Savvy Leaders Guide With NeruoInsights Smart organization leaders use current neuroscience and cognitive psychology research to … [Read more...]
Brain-Savvy Leaders Foster ACE
In order to grow, your organization must change. Organizations that refuse to move become stagnate. They become trapped, treading water through a set of regular routines while getting nowhere. Without lasting change, organizations become dull, sluggish and deteriorate. They eventually die, sometimes slowly, sometimes quickly. Unfortunately, the majority of organizational change fails, misses the mark or makes things worse says author Mick Cope. The Leadership Change Myth Many leaders … [Read more...]
