A common mistake leaders make is to involve the…wrong people, or the right people, at the wrong time.…Who you ask to participate in the change process, is…as important as the solution you design, if not more so.…While it's natural to want to involve people you already…have relationships with, this can…short-change your opportunity for reducing resistance.…You also don't want to invite too many people or too few people.…Just like Goldilocks, you need it to be…just right. Now, there is no magic formula.…It's what's right for your organization and your context.…
Luckily in phase one.…You assessed many aspects of your organization.…So, you're armed with the information you need to make the best choices.…My recommendation is to think of it as building two teams, the lead…team who will be responsible for the…change process including it's design and implementation.…These folks are in it for the duration from start to finish.…And then, you have the Input Team, who will…support the Lead Team in making the best choices possible.…
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- Understanding resistance and the emotions of change
- Assessing the need for change
- Building your change team
- Evaluating solutions
- Announcing the change
- Implementing change that works
Skill Level Advanced
1. Understanding Change
2. Identifying the Need for Change
3. Building the Team
4. Designing the Change
5. Announcing the Initiative
6. Implementing and Maintaining the Change
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