Monthly Archives: April 2019

Strategies For Managing Change – Get People Talking

IntroductionMeaningful change in results requires meaningful change in people, processes or technology; usually all three. The difference between a passing fad and lasting change lies in the extent to which you are able to change people’s attitudes and behavior.Make no impact on attitude and your change management strategy is reduced to people going through the motions. Get them to change how they think about their work, and your chances for lasting success increase.The Leader KnowsAny boss can tell people to do something differently. Change the process in this step; start using this new system; you get the picture. A leader understands that until people start thinking differently, the change management strategy is not fully implemented.The leader also knows that in order to get people to think differently, there’s going to have to be a marketing effort. Let’s distinguish this carefully from a sell job. The goal of a good marketing effort is to create word of mouth, to generate a buzz. A good marketer knows that nothing will sell a product better than to get everyone talking about it — positively, of course. When it comes to a change management effort, the same is true.

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This is why one of your top strategies for managing change needs to be creating buzz. You have to get people talking.Actually, That Part is EasyLet’s be more specific. You have to get people talking in ways that advance your change management strategy. Because make no mistake about it; people are going to talk. When you change the organization structure, when you introduce a new process, when you replace one system with another, you’re upsetting their routine. Yes, they are going to talk.The conversations people have are going to be dictated by how much you teach them. If you make a major process change to reduce costs, and you tell people you’re introducing this major process change to drive cost out of the business, the conversation will start from that point.If the new process means more work for the people, or requires them to do something they don’t particularly enjoy doing, they will go from your starting point to discussing what they don’t like about the new process.If they conclude that they have to do more work, and as a result of that extra work you’re going to save enough money to come in under budget and get a bigger bonus this year, what kind of conversation will that generate?Try It This WayTake that same process change, but this time make the effort to explain a few more points:
The change is to reduce costs
Our cost structure is 45% higher than our competitors
Competitors are beating us on price and we’re losing market share
We can save enough to be price competitive and invest in new technology
The long term results will be new products and growth
Without this change we face a drop in sales and ultimately lost jobs

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Now when people talk, they are going to have a different conversation. In every strategy for managing change, there’s a story to be told. It starts with what you as the leader tell your people, and whatever you leave out, they fill in the blanks.For some reason, human nature is such that people most often fill those blanks with assumptions that are closer to worst case than best.The more facts and reasoning you can provide, the better the chance that people will be having the conversations you need them to have. People are going to talk. You can turn that into an advantage for your change management strategy.

Torrance School District Out Front In Nutrition Battle

Who’s leading the fight against malnutrition and obesity in America? While it would seem the answer would be many different groups and individuals, it is clear that the Torrance Unified School District in Southern California has to be included in the mix. There is a piece of legislation called California Senate Bill 19 (often seen expressed as CA SB 19). This piece of legislation has wide reaching implications for nutrition content in California Schools. A good portion of it deals with stating that snacks in schools, even for fundraising, will be required to meet a new criteria. These snack items will be required to be less than 35% fat, less than 35% sugar, and less than 10% saturated fat.
Additionally, they’ll be less than 250 calories and grant exclusions for fat content to nuts and nut butters.

While CA SB 19 will mandate compliance by September 2008, the Torrance Unified School District has taken the admirable step of agreeing that district wide compliance will be in effect in September of 2007. This is highly unusual and the Torrance Unified School District Board members should be commended for placing the healthy of their students above the quick buck to be made by pushing junk food to children. This move is clearly the right thing to do, but it comes at a cost. The burden of finding healthy fundraising solutions is clearly upon the district. So it’s with difficulty and possible financial hardship that the school district decided to stand up for what’s right.

In the true avante garde of the Nutrition in Schools Movement, individual educators in the Torrance Unified School District have been out front in searching for Healthy Fundraising Solutions. With candy and junk food no longer an option for fundraising, groups and teams will now need Healthy Fundraising Solutions if they are to continue fundraising for Band Trips, Wrestling tournaments and Track meets. Specifically, representatives of North High School in Torrance, CA have been out front in finding healthy fundraising solutions, wherein they sell snack items which meet CA SB 19 criteria. That is, the items are less than 35% fat, less than 35% sugar, less than 10% saturated fat,
with exclusions for nuts and nut butters.

There are clearly many groups and individuals who care about healthy, nutrition and fighting obesity in America’s Schools, Deciding to do what’s right in this area often comes at great difficulty, and sometimes financial hardship. That’s why it’s especially important to recognize those who take the lead in doing what we all agree is right. Kudos to the Torrance Unified School District and it’s School Board Members

Strategies For Managing Change in Small to Mid Size Businesses

Introduction
Strategies for managing change have been a focal point for senior leaders for many years, at least in larger corporate environments. If you go to the other end of the spectrum, leaders of very small businesses might scoff at the notion that billions of dollars are being spent every year on change management consultants.They may be right. The fundamentals of change management are not that complicated. But the strategies for managing change, and doing it well, are not quite the same when you have 4 or 5 employees as when you have 25 and need to grow to 100.Effective Change Management
Why do you need to change? Everyone has a different answer — my market is growing; my market is shrinking; I need to keep up with technology; I need to improve efficiency and cut costs; the list goes on.What do you need to change? There really are only three things you can change: people, process and technology.When you think about your strategies for managing change, what can you learn from the big companies that spend all that money on consultants? Once you’ve gotten big enough that you can’t control every detail, it’s your people who are going to make or break your change management efforts.Your people will learn to utilize new technology, or they won’t. Your people will learn and accept changes in work processes, or they won’t. Your people will adapt to new management, new hires, a merger with another group of people, etc., or they won’t.

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Your job is clear.Step One — Focus on the Basics
Every successful strategy for managing change does three things:Articulate a vision — So many leaders miss this step. You have an end game in mind, whether you are merging companies, changing products lines, or upgrading your back office systems. After the change is completed, this is what the company will look like, and this is how it contrasts with today. You know what the end game looks like. Never miss the opportunity to share it with your people and if appropriate, your customers. Do it frequently — repetition helps understanding.
Give the reasons — It’s amazing what happens when people don’t understand why a company is changing. In the absence of clear information, people will form their own reasons. If they don’t particularly like or agree with the changes, the reasons they dream up will usually have something to do with management wanting to get rich at their expense. That’s not why you’re putting them through changes in their status quo, is it? Then tell them why, and make it credible and honest.
Answer the WIIFM question — What’s In It For Me? Whether it’s survival (I get to keep my job), or growth (I get new opportunities and maybe more money) or something else, you need to answer that question. If you don’t, someone else will and you may not like the answer.Step Two — Communications and Patience
I probably lost half my audience with that last word, but don’t give up. You’ve done step one. You’ve got a vision, you can articulate the end game and the reasons you need to get there. And you’ve got a good strong answer to the WIIFM question.You know you need to communicate all of these, and you’re prepared to do so. But you’re an action oriented leader in a fast paced, competitive environment. Patience is not part of your DNA. Once you’ve communicated, you want to get moving!How long have you been thinking about the changes you need to make? How long did it take you to decide on the new processes, negotiate the merger, or otherwise come to the conclusions you’ve reached now? You know what needs to be done, you understand why, and you’re ready to go.How about your people? When you start your communications activities, they’re going to have questions. They’re going to be trying to understand. They may have doubts that they will need to work out. They are not at your level of comprehension or appreciation for what you’re asking them to do. There is a timeline of understanding, and they are not caught up to you on that timeline.

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The same principle applies, by the way, to your customers if anything you’re doing is going to impact them.You need to allow people to reach your level of understanding, at their own pace. That requires patience. It’s not unlimited patience, and you can do smart things like over communicating to accelerate the pace. But if you fail to allow the time for people to grasp what’s changing and why, the probability of success is decreased.Step 3 — Engage Key Opinion Leaders
No strategy for managing change would be complete without discussing the most important implementation tactic. I’ve written about Key Opinion Leaders in other articles and I need to mention it here.The Key Opinion Leaders are the people in your organization who most influence the behavior of others. They have influence because they are respected. They are your best hope for accelerating your change strategy if you find and engage them first. They could become your biggest barrier to successful change if you don’t.

Foreclosed Home for Sale

Who might have suspected that the time will come while owning a dispossessed home available to be purchased is more commonsense and productive than purchasing a consistent home? The way that dispossessions are properties that were claimed by individuals who neglected to pay their home loans may lead you to scrutinize the rationale of getting them.

They were put available to be purchased in view of some not all that great reasons. What’s more, it is yet normal for people to wind up wary about things and occasions that appear to be unrealistic, for example, the right around 50 percent rebates on dispossession properties. However, the fame of an abandoned home available to be purchased among purchasers will demonstrate to you that it is a venture worth going for broke.

Purchasing Your Dream Home:

Dispossessed homes are accessible wherever in the nation. Along these lines, on the off chance that you are considering moving to another state or city or your activity expects you to migrate, at that point dispossession properties are the best living alternative to have.

They are moderate, so you can without much of a stretch think of the appropriate sum expected to buy them.

Do you need a home encompassed by white picket wall? Do you long for living in a house on a shoreline? Do you think living in an apartment suite is more to your enjoying? Whatever your lodging needs or your fantasy house is, there is an awesome plausibility that you can discover it among the a great many dispossessions accessible available.

The reserve funds that you will get from purchasing an abandonment home will enable you to have enough cash to seek after your home enhancing thoughts. Simply ensure that you have picked a property that requires just corrective repair. On the off chance that you have the jack of all trades ability or inside enlivening is your strong point, at that point you can apply your insight on making your home an alluring spot to live in.

You can even make purchasing a dispossessed home available to be purchased a business wander, particularly on the off chance that you have information on home repair. You can purchase abandonment properties at low costs, do the repairing yourself and afterward re-offer them at a considerably higher cost. There is nothing remorseful about purchasing and owning dispossession homes.

Natural remedies for anxiety

Natural remedies for tension are a better alternative to the usage of chemicals and drugs. The scientific network calls it “generalized tension ailment” (or GAD) and contend it’s far characterised by using excessive, exaggerated tension and worry about everyday life activities, without a obvious motive for fear.
Why could herbal remedies for tension be necessary?
People diagnosed with symptoms of generalized anxiety ailment tend to assume catastrophe and can’t forestall annoying approximately health, money, circle of relatives, paintings, or every different difficulty pertaining to lifestyles in general.
People with generalized anxiety sickness often have concerns that are unrealistic or out of share of reality. Daily lifestyles becomes a constant kingdom of worry, worry, and dread. Eventually, the anxiety so dominates someone’s questioning that it interferes with performing on a day by day basis, together with paintings, college, social activities, and relationships.
Anxiety impacts the manner a person thinks, however when the tension reaches a positive level, it may result in bodily symptoms as well. Some of the various signs and symptoms of GAD include:

Worry and tension
Unrealistic view of issues
Restlessness
Irritability
Muscle anxiety
Headaches
Sweating
Difficulty concentrating
Nausea
Going to the bathroom regularly
Tiredness
Trouble falling asleep
Trembling
Being easily startled
In addition, human beings with generalized anxiety sickness frequently produce other anxiety problems (like panic disease, obsessive-compulsive disease, and phobias, be afflicted by melancholy, and/or abuse capsules or alcohol.) You can see why it’s far vital to locate herbal remedies for tension.
The precise motive of generalized anxiety disorder is not completely recognized, however genetics, mind chemistry and environmental strain; appear to contribute to its development.
Trauma and worrying occasions, like abuse, the demise of a cherished one, divorce, converting jobs or schools, may lead to anxiety.
The withdrawal from tablets, along with alcohol, caffeine, and nicotine, also can get worse anxiety.
It’s expected that about four million person Americans be afflicted by anxiety in the course of the route of a 12 months. It is greater commonplace in ladies than in guys.
If no bodily infection is discovered, you will be noted a psychiatrist, psychologist or mental health expert which might be specially educated to diagnose and deal with mental illnesses like GAD. Treatment for generalized anxiety sickness most often consists of a aggregate of drugs and cognitive-behavioral therapy.
This is why herbal remedies for tension are incredibly prime. The side outcomes from tablets can reason different extreme problems.

Strategies For Managing Change – The Excellent Case For Creating Your Own Culture Maturity Model

Maturity models are usually associated with projects and programmes. However, I want to make the case for developing your own culture maturity model as a preparation to the development of your own strategies for managing change.I first became aware of the significance and importance of organisational culture in 1994 when I was involved in a business development exercise with a colleague and the significance of organisational culture – initially seen solely from a business development perspective – became firmly established on our radar.We rapidly made 5 discoveries:(1) That we can construct a simple matrix that can enable us to very rapidly identify the type of organisational culture we are dealing with.The basic structure of the matrix can be used to define a template of an organisational culture, namely:- Type of culture
– A summary definition of the culture
– Evidence of the culture – i.e. its characteristics
– Key issues faced and addressed by that culture as can be seen in actions and behaviours
– The areas of major focus – or key areas of impact – of the culture

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(2) That these cultures are obvious and instantly recognisable and indisputable from the company’s own perspective [i.e. they recognise themselves as such](3) That these cultures as seen from a business development perspective form a maturity model. In other words, organisations migrate along a clearly identifiable and predictable path as their own business development skills evolved(4) That the structured template of this cultural matrix is universal and transcends our original business development perspective -i.e. you can use this template to define ANY organisational culture(5) That any organisation has more than one culture and that we are able to define a subset of characteristics of the likely orientation of these sub cultures in relation to the primary or dominant organisational cultureThis template has been used on many companies and in many, many different situations over the years – overtly [with client involvement] and covertly [i.e. I use it but don’t involve my client as it may not be relevant or they may not be receptive.]My definition of a generic maturity modelFollowing this I formulated my own definition of a generic maturity model:”A maturity model [usually represented as a schematic] is a structured description that shows the stages of evolution of an organisation in transition through various developmental states. It is pre-supposed that this evolution represents progress to more developed or advanced states of learning, insight, understanding and practise.”Having established a cultural template of where your organisation is now, you can determine the template of how your organisation will look after your step change initiative and clearly see the gaps between these positions.

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Navigating through the issues to where you want to beThis, in turn, enables you to determine a route that will navigate you through the issues that will arise – and especially to help you identify the full impacts of the changes on those people who will be most affected and to plan accordingly.And in conclusion – the reason why using a cultural maturity map to understand your cultures is so important is that they are the single biggest determinant of how people in your organisation will behave – and especially in the context of a step change – and thus determine the success or failure of your initiative.Properly applied in a change management context, this will provide you with an excellent pre-programme planning analysis process that will provide the input to the preparation and delivery of an executable [holistic and wide view perspective] programme based approach to change management.