WikiCED presentation scene 3: Difference between revisions

WikiCED presentation scene 3 (view source)

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 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:
+KQ: there are no recipes for change  /// refer to manual
-*Establish a sense of urgency
-*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.