Change without Migraines™ Open Source Project
Welcome to the open source project. Here are the resources you need to begin to understand the Change without Migraines™ approach.
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Using the Resources
Please read the e-book before watching the videos. The book gives you the foundation and the videos will make a lot more sense.
Click here for a copy of the book
Podcast on How to Lead Change When You Don’t Know Where You’re Going |
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PLEASE READ THE DOWNLOAD INSTRUCTIONS here
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Here is the Podcast from the call that explored the topic, How to Lead Change When You Don’t Know Where You’re Going. There were 28 of us on the call and it was a great conversation.
And here are a few comments about the call.
When I started to write a draft of a paper to use as a springboard for our conversation, I focused on the techniques that might serve us well during these times: things like scenario planning and various large system change approaches. But that didn’t seem right. On reflection, I realized that many leaders and consultants know how to approach change in uncertain times, but something gets in the way. And that something is fear. So the focus of the paper and the call was on what keeps us from using the tools we already know and how to work effectively in spite of the fear, panic, dread, stress. (By the way, the article is not posted since it was only a draft. Once I finish the article, I’ll let you know.) – Rick
Tony Richard mentioned a book on the call that talked about how a discount retailer built a business to be recession-proof. The book is What (Really) Works by William Joyce, Nitin Nohria, and Bruce Roberson.
And this from Linda Brown: The call actually also focused me and gave me a new lens to see this work world as it stands today. I have felt anxious and energized lately, okay with the ambiguity, but not with the new structures of the possible work I might land. Now I beginning to think that the new structures will be smaller, more specific, and cleaner. That implies a change in my (and others’) business model, but it could be a good change.
Karen Vernal had three ideas to offer:
1) Quote from Thomas L. Friedman, columnist for The New York Times he directed this
message to past, current and future US Presidents. I think it is a message for all leaders:“You can’t be too honest in describing big problems, too bold in offering big solutions, too humble in dealing with missteps, too forward in retelling your
story or too gutsy in speaking the previously unspeakable.”2) The notion of time for reflection is a built in the process of our coaching model. We ask leaders to complete a pre and post coaching form and send to us within 24 hours of the coaching call/session. It forces them to slow down, even for a few moments to reflect on what they need and what they have received.
In thinking about the notion of creating time for reflection, we recommend small “bites” as Lea said on the call. We ask leaders to consider 5 minutes a day at the beginning and end of the day and to use their breath as a way to slow down.
3) We were recently asked to work with a leadership team that has a new COO. The COO asked me to facilitate a series of off-site retreats to create a clean slate for leaders to work together more effectively. It occurred to me that each of the leaders are likely to be wondering if they will have a job under her new leadership. I challenged her to make a commitment to each of the leaders that they will have their jobs for a least one year. (and certainly beyond, assuming they are able to meet expectations.)
Without the question of “Will I have a job?” the likelihood of building trust and creating an effective team is possible.
Stephen Stark wrote:
- There was a lot of 'they' and 'them' flavor to the discussion. Agree that there is much going on outside
of our control. Using Covey's circle of influence - circle of control reference, there are things that all of
us have within our control – at a minimum, our own performance in whatever we do each day.- On my sports analogy,
- True, sports have numerous metrics. Maybe we should be striving for the same
in whatever we're doing, no?- More importantly, this ties with my earlier comment on looking for cues. Either
as a manager or an individual, maybe one strategy is to take a cue, develop your
own metric and run with it. If things are as bleak as ‘they’ say (and I’m not
convinced that they are), what would you have to lose? I’m sure that history will
show that there were a number of opportunities and success stories that will come
out of all of this.- Consider a participant list – voluntary of course. There’s a community of practice flavor here that might tie nicely
into the discussion aspect of you web site or open source project. I would have no problem signing up – I’m sure there are others.Thanks to all who participated on the call and to those of you who sent me your comments after the call.
Change Without Migraines - VIDEOS
Change Without Migraines - MP3 AUDIOS
Rick talks with Patricia Husband, a librarian, about ways she builds support for ideas.
Click here to listen
Change Without Migraines - Training Design Outline
Click here to access an outline for a half-day Change without Migraines training design.
Change Without Migraines - PowerPoint Slides
You may use these in presentations. Click here and choose "Save" for a copy of these PowerPoint presentation slides.
Additional Change without Migraines™ Service and Products
Click here to read about my other Change without Migraines™ services and products.
Surveys & Podcast
Results for the Challenge of Change in Organizations Today survey conducted April/May, 2009:
Bar graph results for everyone who took the survey --> here
Comments for everyone who took the survey --> here
Bar graph for consultants who took the survey --> here
This Podast is a conversation about the Challenge of Leading Change in Organizations Today
And please let me know how this going for you. Let me know what you are learning. What you’re adapting. And feel free to give me a call and ask questions.
If you experience problems with any of the downloads, please email Cindy@virtuallyfantastic.com
Rick Maurer
(703) 525-7074 (US)
rick@beyondresistance.com
