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  • Makingchangestick | BLOG
    down onto the muddiest patch of ground they can find but they do ALWAYS make goals Children know that even when playing a game it is so much more interesting and effective when you have clear agreed realistic and enforced goals In business terms an effective change programme goal is Clear realistic measureable and tracked Linked to a higher purpose ie the organisation s vision Communicated again and again to all whether directly or indirectly affected So where do so many change programmes fail in this most vital of steps Communication is often the key weakness of a change programme Communication builds commitment in both the change team and in their target audience I m doing another four week fitness and fat loss challenge I have done these several times over the last year with some success but I have not been able to make the change that I really want The answer To take my own advice set a goal and then communicate it widely To this end I have just had myself weighed measured and my body fat content calculated horrible number so let s not dwell on that I now have clear targets set and a date

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2013-09-26-goals---unsexy-but-vital-for-successful-change (2016-02-14)
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  • Makingchangestick | BLOG
    26 September 2013 More Past Blogs 26 September Goals Unsexy but Vital for Successful Change 06 September A new twist to an old problem 17 January Why do people find change so difficult 19 December The frustration of the empty loo roll 05 October Five Top Tips for getting great results when leading change 22 May Great vs Groan 13 October So how big is yours 03 August First Impressions

    Original URL path: http://www.makingchangestick.co.uk/html/blog.html (2016-02-14)
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  • Makingchangestick | BLOG
    but in essence we were given a question and then left to talk about it That s it No long presentations No aimless chatter Instead we had a conversation where interesting people expressed interesting points of view about and around the topic And do you know what We all learned something new that was relevant to each of us here and now As for the topic we talked about how to get the most out of collaboration tools Now for those who know me you know that I am a fan of technology ONLY if it helps me to do something faster or more easily or is pretty yes I still love my iPhone The conversations I was involved in started by looking at which of the many collaboration tools worked well But it soon became apparent that the tool itself was not the point Successful collaboration tools were those that helped real or virtual groups of people to achieve something For example Twitter was the collaboration tool of choice during the Arab Spring People had a common cause the overthrow of the regime and a common set of performance indicators ie not to be beaten up by the police Twitter allowed people to communicate quickly simply and effectively No one taught them how to use the tool and yet it was great collaboration between hundreds of thousands of people in real time So what did I learn about my passion of managing change For me it was a reaffirmation of some fundamental aspects about successful change 1 Having a clear purpose or goal is key otherwise collaboration is a nice to have tick box process rather than a great way to improve something about your organisation inside or out 2 The tool is not the point Whether it s

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2013-09-06-a-new-twist-to-an-old-problem (2016-02-14)
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  • Makingchangestick | BLOG
    In other words human beings generally like things to stay the same But why Understanding the reasons behind this instinctive desire to preserve the status quo provides key insights for people leading change within their business At its heart I believe that we find change difficult because we are actually hard wired to preserve the status quo If you think back to our caveman ancestors they knew that if they visited the river to collect water at certain times of day then they were less likely to be eaten by a hungry lion They knew the best places to go to catch game And they were certain about where their territorial boundaries lay ie where they would be safe from neighbouring tribes In other words for our ancestors the status quo represented SAFETY SECURITY and the possibility of THRIVING Life is not so very different for modern day sophisticated twenty first century people In today s world we talk about being in our comfort zone or being in a bit of a rut We are still hard wired to protect ourselves from danger avoid confrontation and stay where it is safe As leaders of change our challenge is to implement

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2013-01-17-why-do-people-find-change-so-difficult (2016-02-14)
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  • Makingchangestick | BLOG
    is nothing more frustrating not to mention inconvenient than to find the loo roll is empty and nobody has replaced it Our frustration is further aggravated when in the past this kindly act had been automatically performed by someone else without prompting The question of whose responsibility it is to change the humble loo roll provides a key insight into why many mergers and acquisitions fail A staggering 90 fail to deliver their return on investment according to some researchers There are many reasons for this high failure rate the deal could be wrong or market circumstances could change However a major cause of failure stems from the simple fact that the cultures of the two businesses are different When change plans are drawn up attention is always paid to addressing the overt rules that govern a business What is our new sales process going to be Which IT system will we use eliminate Whose premises will the new combined business operate out of What do we need to achieve to trigger bonus payments And who is in charge of what Culture represents the unwritten rules by which the company actually operates ie who changes the loo roll Where once we knew that someone else would always do this we are now left frustrated that since they arrived it has all gone to pot The cumulative effect of many small irritations can quickly have a significant negative impact on the smooth running of the new combined business People spend more and more time being frustrated angry and allocating blame which leads to underperformance of the new combined business And far more damaging the best people the most able ones and the ones on whom the future value of the business depends simply leave Paying attention to seemingly insignificant contributes towards

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2012-12-19-the-frustration-of-the-empty-loo-roll (2016-02-14)
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  • Makingchangestick | BLOG
    returns agreed Do you have plans in place to deal with change effectively Do you know how to get the most out of your investment in change Do you know how to spot early on when a change programme is going off course and how to get it back on track again Being prepared for change will increase your success Here are a few tips to help you 1 Have a clear goal Be very clear about the wider goal of change When you get bogged down in the details remind yourself why you are doing the change and the next step will become clear The goal for the change will link the change to a higher purpose that your team can buy into e g improving customer service Then add specific measurable outcomes for specific changes e g all customers seen within 2 minutes 2 Have a plan for both the physical changes and for actively managing the emotional changes that accompany it Physical change would be a detailed timetable for designing installing and rolling out new technology Emotional change would be the explanation and buy in programme for the new technology Note Training is NOT the same as getting motional buy in 3 What s in it for me Remember that change always starts at the level of the individual People assess the possible implications of any change through a series of filters starting with how a change might affect themselves their family and their friends Only then will people start to look at the bigger picture ie how the change might be good for the company 4 Compassion and understanding Remember that every individual has their own emotional response and journey through a change the Change Curve Create different change interventions for each stage 5 Communication is

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2012-10-05-five-top-tips-for-getting-great-results-when-leading-change (2016-02-14)
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  • Makingchangestick | BLOG
    s it worth Great vs Groan 22 May 2012 Have you ever walked into a shop or bank and wanted to walk straight out again The clothes may have been fantastic or your need to deposit a cheque strong but you have just felt unwelcome The staff probably had their backs to you or everyone had their head down hoping THEY won t be the one that had to deal with you And IF they deigned to make eye contact at all it will have been with a scowl for interrupting their cosy chat or safe admin On the other hand I m also sure you have been to places where quite frankly the decor has seen better days or even decades And yet you have had a great experience You felt welcome you felt listened to and even if they got bits wrong you were happy because you knew they were genuine and had your best interests at heart The difference between the great and the groan is the people So here s the technical bit P S P P People If your people are focused and motivated they will give great service S Service If your customers get

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2012-05-22-great-vs-groan (2016-02-14)
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  • Makingchangestick | BLOG
    may seem to us women men may actually be right size does matter I am talking of course about the size of your vision So why is that Before I answer let me remind you what your vision is for Your vision is your picture of your business at some point in the future This vision is the key reference point against which ALL decisions are considered from how you answer the phone today to what product you launch next year and the year after that There are three important qualities of an effective Vision 1 It is a view of your business at least three years on Your vision should take you beyond the everyday activity 2 You are passionate about it When you talk about your vision your eyes light up and your whole body changes 3 The bigger the vision the greater the energy it creates You may not know exactly how you are going to achieve it but you do know what your first few steps will be So why does the size of your vision matter Put simply you build what you imagine If small is what your heart wants then that is a great

    Original URL path: http://www.makingchangestick.co.uk/html/blog_post.html?s=2011-10-13-so-how-big-is-yours (2016-02-14)
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web-archive-uk.com, 2017-12-16