Archive for Change Execution

8 Big Rocks

Oct 31, 2010 2 Comments

A few weeks ago I posted the following question on a LinkedIn discussion forum for the group “Organizational Change Practitioners“: “What should you plan for when you’re in charge of making change happen?” I  received back a wealth of great responses from the group and this week’s first couple posts are inspired by their useful […]

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Rockin’ the Vote for Change!

Oct 27, 2010 No Comments

It’s election time in the US. We’re being inundated with TV advertisements and billboards claiming that the world will quickly turn around if we’d just vote correctly – and the world may end if we mess it up. Since I live in Florida, a.k.a. “the land of close elections and hanging chad“, you can imagine […]

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Soldier, Statesman, Leader

Oct 25, 2010 No Comments

Earlier I discussed two of my four favorite traits of former US Secretary of State and Four-Star Army General Colin Powell. The four traits I admired upon reading his autobiography were his humility, flexibility, raw leadership gifts and problem-solving skills. The fact that he used these skills consistently from the battlefield to the boardroom makes […]

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Four-Star Leadership

Oct 24, 2010 No Comments

A few years ago I read the autobiography of former US Secretary of State and former Chairman of the Joint Chiefs of Staff, Four-Star Army General Colin Powell. Agree or disagree with his politics, one cannot help but be struck by four compelling traits he has demonstrated in his public and private life: his humility, […]

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Closure or Exposure?

Oct 20, 2010 No Comments

As part of my work helping people and teams handle change, I’ve developed a workshop and a set of tools to help teams make more effective use of the time they spend in meetings. I gave this material a clever name: “theBigRocks of Effective Meetings“.  OK, maybe it’s not so clever, but I want to […]

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Keep Calm and Carry On

Oct 16, 2010 2 Comments

You may be familiar with an interesting little red book of quotes put out by Andrews McMeel Publishing a couple years ago called “Keep Calm and Carry On.”  The book’s familiar design and title are drawn from a poster that was created by the British Ministry of Information for British soldiers before World War II. […]

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Chilean Miracle

Oct 15, 2010 3 Comments

Watching the Chilean miners being pulled up from a dark, hot hole nearly a half-mile underground made me think of a few lessons we can learn about teamwork: Take charge and sharpen your definition of success. For the miners it was simple: survive to be rescued.  For those at the surface it was simple: build […]

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Don’t Out-Kick Your Coverage!

Oct 11, 2010 No Comments

This is my son Ben:  He’s an SQL programmer and he brought up a cool sports analogy the other day that really applies to the leadership role in team dynamics – especially the scenario where a “new boss” is asked to take over a team or a project.  As we talked, Ben brought up the […]

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In The Arena

Oct 07, 2010 No Comments

One of my favorite quotes of all time is attributed to US President Theodore Roosevelt. “Teddy” spoke directly to Change Leaders, Change Agents and Receivers of Change when he said the following at the Sorbonne in Paris on April 23, 1910: “It is not the critic who counts; not the man who points out how […]

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Critical Success Factors for SAP SRM

Oct 07, 2010 1 Comment

As promised, today’s post is a summary of the material I co-presented with a client today at the America’s SAP User’s Group (ASUG) Fall Focus in Orlando.  We talked about some of the most important things to consider when implementing SAP’s Supplier Relationship Management (SRM), but these critical success factors could be applied to almost […]

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Plan the Work – Work the Plan

Oct 04, 2010 No Comments

In a previous post, I shared what core activities should be in a good Organizational Change Management (OCM) Plan. Now let’s look at how to do the work of planning for your OCM project. The Art of Planning: I’m going to use the word “plan” as a verb here.  When I say “plan for OCM” […]

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No Plan, Epic Fail

Sep 29, 2010 No Comments

One common thread I’ve seen in many organizational change disasters is the utter lack of a PLAN to guide the work.  In an earlier article, I laid out common reasons that Organizational Change Management (OCM) initiatives fail and this risk is right at the top of that list. There’s an old project management adage that […]

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Genius or Idiot?

Sep 25, 2010 No Comments

As I watched Director Oliver Stone talk about his new “Wall Street” movie this morning I could not help but be struck by how polarizing some public figures can be… (perhaps intentionally?) Within the last few days I’ve noticed these solid candidates for the Prince & Princess of Public Polarization for the week: Iranian President […]

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Lessons From the Zoo

Sep 22, 2010 1 Comment

Could your team use a good Gorilla?  How about a Fox or two? Take Inventory: One of the first things I like to do when working with a team engaged in making a big change happen is to take stock of the group’s natural teaming skills and prevailing personalities. I don’t typically have everyone take […]

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Resistance is Futile (except when it works)

Sep 19, 2010 No Comments

I hear the term “resistance” a lot when helping clients implement change.  Not surprisingly, I hear it more from those at the top who are trying to make the change happen – than from those in the field who are allegedly practicing resistance… Reminds me of the famous (and obvious) plot line of Star Trek: […]

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… a Question of Sponsorship

Sep 15, 2010 3 Comments

Following up on the post earlier this week about Sponsorship, I wanted to get your opinions on the following question which I first posed a few weeks ago. You may click multiple items and your comments would be especially helpful. After you vote, let’s consider the impact of your answers. How did you answer? Of […]

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Who Would Ever Want to Be King?

Sep 13, 2010 3 Comments

It’s Lonely at the Top. There are plenty of ways for Sponsors to approach their pivotal role in change. It can be said that every leader has their style and every style has its limits. Push too hard and people quit. Give them too much leeway and they wander or worse yet- they mutiny… The […]

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