Pitfalls of Managing Change. Types of Change Operational Changes Strategic Changes Cultural Changes...
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Transcript of Pitfalls of Managing Change. Types of Change Operational Changes Strategic Changes Cultural Changes...
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Pitfalls of Managing Change
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Types of “Change”
Operational Changes
Strategic Changes
Cultural Changes
Political Changes
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Some Rules Apply to All Types of Changes
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The Number 1 Reality
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The Number 1 Reality
All “change” translates to a loss for someone
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The Number 2 Reality
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The Number 2 Reality
Due to rule 1 “change” is not embraced by most.
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The Number 3 Reality
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The Number 3 Reality
“Change” is inevitable,it is constant, part of life
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“It’s not the progress I mind.It’s the change I don’t like.”
Mark Twain
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The Final Reality (#4)
So many (or even all) of the problems of
managing “change” are problems dealing
with people and their perceptions.
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With this Basic Foundation
Pitfalls of Managing Change
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Not Recognizing “What” Change is Needed
Or “when” change is needed
Or “why” change is needed
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Not Knowing “Who” Is Impacted and by “How” Much
It will be a loss for someone!
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Following the Crowd
Or possibly not following the crowd
Silk
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Getting Too Far Out of Your Expertise
Making shoes instead of growing cucumbers
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Getting Too Far from Your Core
Dance with what (who) brought you to the party
Different from the previous one
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Change Too QuicklyOr Too Frequently
Change for the sake of change
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Not Having Access to Adequate Knowledge or Expertise
Hiring family and/or friends rather than topic experts
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Not Having a (Cash) Plan Out for 2+ Years
Develop a measure to determine if the change is beneficial
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Not Being Familiar with the Technology-Market-Semantics-etc.
Take the time to prepare yourself FIRST
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Going with a “Gut Feeling”Rather than Facts
Know “why” you’re changing
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Now 2 Heavy Duty Ones
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Not Getting the “Buy-In” from Employees or Family
Communicate
Explain the “Why” and the “What”
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Not Knowing the Difference Between Leader & Manager
The real title of this session should be Pitfalls of LEADING Change
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A Manager Focus on set goals – goal oriented Concentrate on control Knows how to get the job done Organizing Problem solving Tells people what to do and expects it to be done
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A Leader
Sets the example Focus on motivating and inspiring Establishes direction and not a
specific goal Knows when to let go
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They Both Get the Job Done
You can be both a leader and a manager
But know which hat you wear and when
This is the pitfall
One teaches you to fish
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An Example to Considerhttp://youtu.be/qp0HIF3SfI4
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Pitfalls of Managing Leading Change