Join me on Facebook Live to have your questions about change answered. Starting on Wednesday, June 21 at Noon Eastern, I will be broadcasting live on my TransformingLives.Coach Facebook page. Post your questions to the page, and then join in to hear the answers.
I am excited to share my latest article, just published in choice, the magazine of professional coaching. “The Hero’s Journey: The Universal Change Journey for Coaches” presents a five-element model for helping your client address the question, “Who do I have to be and what do I have to pay attention to in order to significantly increase my chances of successfully achieving my intentions?”
Click here to download.
On April 26, I presented a webinar on How Organizational Anchors Impact Change Management Success. I am happy to say, the session–hosted by Change Management Review–really resonated with participants. Several commented on the value that an “anchor lens” could bring to their change practices.
Anchors “hold things in place, providing support, stability, and security.” In an environment of strong anchors, employees are able to focus on their responsibilities, ensuring high levels of productivity and quality.
On the other hand, during turbulent change, some anchors may have the opposite effect. If the connection between the anchor and employees is not strong enough, they can “break lose.” Much like the sailboat in the image, employees can end up taking the change to a very different place than intended. Likewise, if certain anchors are held onto too tightly, the change can quite literally sink, just like a boat will sink if tightly anchored and the tide rises too high.
During the webinar, I provide an overview of a process for identifying and working with organizational anchors during change. [Read more…]
When they do, there is often more than enough finger-pointing to go around. Sponsors often blame those below them…frequently including change practitioners in the ranks of those at fault. Change practitioners, in turn, often point upward, saying “If only he…”
When changes fail, it is–ultimately–on the shoulders of the sponsors; they are the only ones in a position to hold people accountable for successful execution. However, all too often, change practitioners have contributed to that failure.
In the Change Management Review article When Your Change Sponsor Fails, I address the responsibilities that change practitioners have for the success of their sponsors, and thus the changes they are sponsoring.
The enso. A circle.
The symbol is taken from Zen Buddhism, and is interpreted as “absolute enlightenment,” “strength,” or “elegance.”
It may be drawn so that the circle is closed, or open; my preference–as shown here–is the latter. A closed circle is a symbol of perfection, and I don’t believe any of us ever achieves that. Open, it reflects the possibility of continuing movement and development. I do believe that possibility exists for each of us.
This week I posted a version of this essay on my Change Mentor blog; it was my last posting there. It is also a time of new beginnings; [Read more…]
I was recently interviewed by Terri Moulton, the editor of Change Management Review. In this podcast, I share valuable lessons for change management practitioners and professionals, gained through nearly 50 years of work with clients who are personally or professionally undergoing significant changes in their lives.