Join Britt Andreatta for an in-depth discussion in this video Starting with the source, part of Leading Change (2013).
The first part of any change process is realizing that change is needed.…Change should always, and only be used to achieve some specific goal.…Given the disruption that change inevitably causes, you don't…want to be launching change without a compelling reason.…And I've actually seen people who do this.…They personally have a great tolerance for change.…In fact, they thrive on it, and they use their…organization or team as a playground, implementing change after change.…People can put up with this for a bit, but inevitably,…it does harm to the relationship and creates disengagement among the employees.…
Change should always achieve a specific goal, that's clearly identified…to both the initiator and those impacted by the change.…There can be many different reasons that change is needed.…Perhaps a problem has surfaced that needs to be fixed.…For example, a supplier is going out…of business, or you're having high unemployee turnover.…You'll need…to implement a change to resolve the issue.…Or maybe your organization has hit the crisis point for its stage of growth,…
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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
Having Difficult Conversations (2013)with Britt Andreatta2h 17m Intermediate
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
Next steps2m 55s
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