WikiCED presentation scene 3: Difference between revisions

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WikiCED presentation scene 3 (view source)

Revision as of 23:25, 13 August 2009

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→‎Lessons Learned

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 * Lessons learned - concretely relate the findings in our research and real-life projects to the skits.
-== Characters ==
+== Epilogue ==
 {{#ask: [[Category:Play Person]]
-|?description}}
+|?image
+|?destiny}}
 ==Lessons Learned==
-What you’ve just seen is a demonstration of the challenges that individuals can face when trying to introduce change. We've used kiwi (aka: Wiki, as the vehicle to show that organizational culture, behavior, or mindset (perceptions) are each part of the process that require an individual consider when introducing change.
+Katherine takes over the set and begins while Janet continues to figure out the puzzle pieces.
-While we've used humor as an approach to introducing  change,  there are a multitude of other tools that can be applied such as Appreciative Inquiry, workshops, story-telling, manuals, technology, etc. Engaging people through a variety of methods creates value and is an important precursor that can lead to "buy-in", and adaption to  and adoption of change.
-Often, creating value requires significant change. John Kotter concluded in his book "A force for Change: How Leadership Differs from Management" (1990) that there are eight reasons why many change processes fail and to prevent making these mistakes, Kotter created the following eight change phases model:
-*Establish a sense of urgency
+What you’ve just seen is a demonstration of the challenges that individuals can face when trying to introduce change. We've used kiwi (aka: Wiki), as the vehicle to show that organizational culture, behavior, or mindset (perceptions) are each part of the process that require an individual consider when introducing change.
-*Create a coalition
-*Develop a clear vision
-*Share the vision
-*Empower people to clear obstacles
-*Secure short-term wins
-*Consolidate and keep moving
-*Anchor the change
-Individuals who want to introduce or lead change in organizations are key agents who should have the ability to connect people to their specific requirements; similar to those that we saw within the puzzle-piecing portion of this presentation and must be committed to working with people during each developmental phase.
+While we've used humor as an approach to introducing  change,  there are a multitude of other tools that can be applied such as Appreciative Inquiry, workshops, story-telling, manuals, technology, etc. Engaging people through a variety of methods creates value and is an important precursor that can lead to "buy-in", and adaption to  and adoption of change.
+We've put together a manual - available on wiki - that shares what we've learned about change and being a change agent.
-==Where are they now?==
+The most important thing to remember though is that there are no simple recipes for change!
-{{#ask: [[Category:Play Person]]
-|?destiny}}
 <!-- end of notes -->
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 {{Presentation
 |position=5
-|presenter=CDJKKMP group
+|presenter=WikiCED group
 |developer=Katherine
 |minutes=5}}
-[[Category:CDJKKMP presentation]]
+[[Category:WikiCED presentation]]
-[[Category:CDJKKMP notes]]