We all know that organizations don’t change, people do. Below you can find a very inspiring TEd talk about how to put people first during change and transitions.
As mentioned in my very first blog, I want to become a certified PROSCI® change management practitioner. 9 Years after my first change management program I’m finally certified. It was a great three days training from the People side of change in The Netherlands last week.
I was already familiar with the ADKAR model after reading the book from Jeffrey Hait. So, I was well prepared to rock the change management certification training. The training was amazing, and I learned so much more about change management and especially about the people side of change. I thought that after 9 years of change management I would know what to do but trust me that was naïve of me as I haven’t really got the full understating of the PROSCI / ADKAR methodology before.
What is a company or organisational culture? It is as simple as “How we do things around here, sometimes a set of unspoken believes that govern how people decide what to do”
To explain it in more details, it is the environment in which we work, the standards to which we are held, the relationships we have with our colleagues, the processes in which we communicate, and the unspoken beliefs we share with our staff members.Continue Reading…
In the recent post about The Elephant and the Rider I explained how you can change when change is hard using the metaphor introduced by Jonathan Haidt and elaborated by the book switch from Dan and Chip.
I found some great video’s that very easily explains how you can use the Elephant and the Rider metaphor for your successful change management program.
Enjoy and let yourself inspireContinue Reading…
Why is change so hard? I asked myself this question during my first real business change program. I was assigned to build a new business process and as a rational person I looked at the current process together with a change team from the business. We eliminated all the ‘waste’ in the process and build a perfect new one. When we started to implement I thought this was easy. Forget the new process and just very simple tell everybody involved to follow the new process which we documented in a very nice and simple manner. One month later, less than 5% of the employees followed the new process…… How hard can it be to just follow the new process?
I started to search the internet about change management and bought the book SWITCH from the Heath brothers. This book was an eye-opener and a real inspiration for me to continue to learn about the rational and emotional part of people’s brain. Eight years later I still use it in my change programs.Continue Reading…