I've received a number of requests for a "cheat sheet" on how to prepare for change. I've pulled together a video (14:20) for you on pre-activities to consider when preparing for change. Below is the 8-day checklist that I use.
Entries categorized "Change Management"
What does automation angst look like in 2018? It might look different for everyone. Contributing to the general sense of angst is that no one knows for certain how innovative breakthroughs and transformative technologies will play out for society, industries, and institutions in the next decade (let alone the next 20 or 30 years).
MIT's EmTech NEXT 2018 conference attracted an interesting mix of attendees prepared to learn about how AI and robotics are changing the future of work and asking--Are You Ready? From technologists, educators, and start-up teams to students, analysts, industry and government leaders, people came seeking answers, insights, and tips for ways to navigate and manage the disruption that advanced technologies will bring.
Hoffman's Downtown is one of my favorite places for breakfast in Santa Cruz. Although I certainly try out different dishes now and again, I still find myself returning to my favorite meal of eggs over easy. The chefs consistently get my eggs just right--they're credible in my eyes. What makes you credible in the eyes of others?
Entrepreneurial energy isn't always welcomed within an organization, especially when disrupting the status quo threatens those whose identities rest with the "as is" state. However, it's the enlightened leader and manager who discover innovative ways to tap and channel entrepreneurial moxie as part of a strategic advantage. They apply best-in-class change management techniques because they understand the importance that diversity of thought plays in the workplace.
How many of you wear (or have worn) badges peppered with words and phrases representative of your company's core values? Have you internalized these core values and model them at work? Are they even meaningful to you? And did you receive training on how to translate these values into everyday behavior? Far too often companies build their cultures around value words, which by themselves mean little to their employees or contingent workers.
I was reminded of the power of mindful change as an element of personal and professional growth as I was putting the finishing touches on a presentation for an upcoming reinvention program. I was thrown a personal “curveball”, a baseball term for those unfamiliar with American sports, adding another layer of complexity to the reinvention work that I'm helping others with, along with my own reinvention cycle (you might remember that I’m a two-year “marker” person—my Optimum Change Cycle is two years—which means that I begin the reinvention process half-way through my OCC). The practical aspects of mindful change hit home with all the cha-cha-changes going on!
Leaders ask professionals to change for a variety of reasons—shifts in strategy and direction, new product introductions, process improvements, or personal issues with job performance. Professionals change when their jobs change, and others strategically reinvent their careers in order to not miss their Personal Inflection Point. Preparing people for ongoing change requires that they learn how to remain nimble and pivot ready. But motivation can easily turn destructive when leaders fail to heed these seven call to actions.
I like to think of organizational politics as people dynamics gone awry--people competing with one another to get their primary (and sometimes) secondary needs met within a certain timeframe. Company politics are always part of the workplace landscape, so you might as well get used to it and ensure that you have the right equipment and people backing you before diving in.
Over the years I've had the greatest of opportunities to partner with some amazing folks, and as a Change and Transformation consultant and coach, this means that I’ve experienced different leadership and work styles. It still surprises me, though, when business leaders and managers fail to leverage the “unpolished gems” quite often right in front of them, under-utilized professionals who represent untapped potential.