Change Leadership 

Every organization or team has a culture with a set of formal and informal attributes and there are sometimes big differences between what is preached and what is practiced. 

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The theory is  that if as change leaders we can move everyone up the change commitment curve without falling too deeply into the Valley of Despair along the way, all will be good. 

Alas painful experience has taught me that micro and macro team and organizational cultures and the behaviors that result can dramatically help or hinder transformational changes in major ways.

Transformation change doesn't really occur like a upward sloping curve nor like a valley or like a waterfall. It works more like a pebble dropped into a still pond. Each expanding concentric circle represents larger and larger groups or cohorts that get engaged with the change over time.

There are however, some pretty interesting change leadership inflection points that can help along the way. The most important include:

• Change Readiness, Gap and Risk Assessments
• Strategy/New Capabilities Development 
• Challenges and Escalations Management
• Branding, Training & Communications
• Adaptive Decision Making 
• Orchestrating a New Way of Working  

Click Here to learn more
in a short Overview VIdeo

Digital Collaboration Techniques for Listening and Learning

Employee Listening

Impression Capture uses video, audio, image and text modalities to  introduce the change topic at hand. Based on 'socratic questioning' the participant responds and after clicking on SUBMIT can see the responses from everyone else in the cohort that is parting. Response rates have been over 65% with the cohort not only identifying issues and concerns, but also articulating exactly what the organization needs to do to alleviate those concerns. 

Check out this link to my Transformational Change Elephant Sanctuary to experience Impression Capture in action!

Crowd-Accelerated Individualized Learning or case based learning is a new social learning construct built in collaboration with the Stanford Graduate School of Business' Centre for Leadership. Participants are offered a safe environment to share perspectives, brainstorm ideas, enable participative reflection and provide constructive feedback in a new way that enables greater understanding of the content present. Results have been dramatic with upwards of 10-point improvement in change adoption scores, with much stickier learning and participants empowered to focus more of their efforts toward shared purpose and goals. Quick and simple configuraiton enables the creation of short, just-in-time courses that are easy to update and keep relevant.  
  

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Interactive Training