Entrepreneurial Innovation – Fad or key to success?

Entrepreneurial Innovation - Fad or key to success? The world economy is changing… are we reacting fast enough?For many entrepreneurs innovation is just not happening fast enough according to recent articles and research from Boston Consulting Group’s annual study on innovation. Many organisations know that in order to survive and then to grow they need to innovate. In recent years the focus of innovation has been on creativity and the innovative process, but the lack of results show that … [Read more...]

Black Swan events – or unknown unknowns

Black Swan events - or unknown unknowns #BlackSwan #InnovationIt was once believed that all swans were white, because until that time the only swans had been seen (northern hemisphere) were white. It was believed that all swans were white and that black (or any other colour) could not exist.The belief was destroyed when a Black Swan was discovered in Australia. Hence the term “Black Swan” became used for unpredictable or unforeseen events - the unknown unknowns...As the changes … [Read more...]

Developing the developers – CPD for trainers

Developing the developers - CPD for trainers Training our Trainers The results of the developing the developers survey shows us some of the learning and development priorities in terms of continuous professional development - CPD for trainers.Box quote.. ” If I don't know I don't know I think I know If I don't know I know I think I don't know Laing R D (1970) KnotsHarmondsworth; Penguin (p.55)”  Roles of trainers There are in effect two primary roles in learning and … [Read more...]

Developing a team and managing change

So how do you go about Developing a team and managing change? What are the key steps?Today we received a request: “I need some ideas and help please. I need to run a simple first team meeting within the start up division I am employed. There are 20 people in the division, and all have been employed no more than 6 months. Usual growing pains and fall outs and frustrations of no one quite sure what they are doing. Do you have any ideas?”Our reply to this request was…It all depends … [Read more...]

Why change management often fails to deliver management expectations

Why do most change management initiatives fail? Many of us are involved in change management and yet we often do not learn from previous mistakes as to why change management often fails to deliver. Change happens but we often fail to deliver management expectations.Over the past 15 years The RapidBI team have researched and investigated the reasons why many organizational change and improvement initiatives fail to deliver bottom line results. Indeed many change and improvement initiatives … [Read more...]

Change Management and Change Management Models

Introduction to Change, change management and change management models For any organizational development (OD) intervention to be effective, change needs to be lead or at the very least managed.Many organizations focus on the project management aspects of change. While this is an important factor - it is not the critical factor. People are. Having said that, it is about balancing the development or change of both at the same time - see our business growth model.Often when … [Read more...]

When is a DeepDive not a Deep Dive

So When is a deepdive not a deep dive? It is interesting how the use for a name in a given field changes over time. Or to be more realistic how a sexy name for an interesting subject gets hijacked by others without really understanding or respecting difference?In innovation, marketing and management the term Deep Dive was a methodology originally made popular by Ideo. It was a brainstorming or idea creation methodology.Then came along Stanford with their DeepDive ( … [Read more...]

Why can’t people follow instructions? #changemanagement #HRblog

Why can't people follow instructions? Or maybe more accurately why wont people follow instructions?This was brought home to me recently during some small changes in a community group I run online. It got me thinking about how we implement change, and why change management programs often fail to meet expectations.In the worlds of project management, software updates and software deployment (CRM, ERP etc), training and in fact any change management situation where we need people to stop … [Read more...]

HR trends survey 2016 in just one word #hrblog #cipd #oneword

Introduction to One Word HR Trends SurveyWhat is the One word HR trends survey 2016? Early in 2015 we ran a simple survey among HR professionals. They were given 10 topics and asked for one word which represented there understanding or meaning for that word or phrase. This produced some interesting results. So twelve months on I thought we could repeat the process. The results are fascinating. In the first survey we had just over 500 responses, in this later version we had just under 400 … [Read more...]

Goodbye Change Management Hello Navigating Flux

Can we really say Goodbye Change Management Hello Navigating Flux? In this piece we will look at the The 3 new competencies of success in modern business and society.In the last 10 years there has been a lot written and spoken about change and change management. The fact that change is here and here to stay is understood. What is less recognised and accepted is that “change” implies a process. A change from state a to state b. From one stable state to another. It is time to say goodbye … [Read more...]

The Q-Loop – the art and science of lasting corporate change book review

Q-Loop, the art and science of lasting corporate change by Brian Klapper  Let’s be honest there is an ocean of business books on change and change management, do we really need another? In this case yes! Even the style and layout of this book is differently from the relentless page after page of fully justified text. Even my 21 year old daughter who whilst loves reading usually flicks the business books I have and says “boring” said she liked this, including the “did you know” boxes plastered … [Read more...]

Learning change techniques from roadworks

This past week I have seen practical change management open and fail right in front of me.Where I live over the last few weeks, we have been subjected to many, many changes to the flow of traffic and accessibility of certain roads and accesses. This is due to significant utilities works in the area.None of us really like changes to our local roads, but one set of circumstances caused me to reflect on this and look at how we manage change in our organizations. Now this is nothing new, but … [Read more...]

The four steps to learning

Four step learning ladder - a model for learning to learnThe Learning Ladder describes the steps we go through when learning a new skill.Four levels or steps of learningUnconscious incompetence - We don't know what we don't knowConscious incompetence - We know what we don't knowConscious competence - We know what we knowUnconscious competence - We don't know what we knowIt can be applied to virtually all learning scenarios but the example we will use here is … [Read more...]

Eight ways to learn from your mistakes

In the book "Ending the Blame Culture" Michael Pearn, Chris Mulrooney and Tom Payne, the authors say there are eight ways to learn from mistakes.These are:Explore what happened don't judge it Remain calm instead of getting emotional Find out what actually happened instead of reacting to what you think happened Focus on faulty processes not faulty people Provide support instead of finding fault Concentrate on causes instead of effects Assume an attitude of learning … [Read more...]

Rapid organizational improvement ROI

ROI – Rapid Organizational Improvement It’s four in the afternoon on a Wednesday and you boss or internal client says that they want to launch a major change program … next week. Ever been there?We strive to be business partners, we seek to build meaningful relationships – then out of the blue we get recruited for ‘Mission Impossible’. Do our employers truly believe we are magicians… masters of illusion, or do they just think ‘change is easy’?Change is certainly easier if we are … [Read more...]

Seven roles for number two leaders

1. Executor 2. Change agent 3. Mentor 4. The ‘other half’ 5. Partner 6. Heir apparent 7. Most valuable personNathan Bennett … [Read more...]

CSI in organizations a valid approach

CSI in organizations – a valid approach? We are in the beginnings of massive change for both the way we employ people and the way organizations are financed and run. To prepare us for the ‘new world’ we need to look at things from a different perspective.At first glance Crime Scene Investigation (CSI) in organizations and organizational development may look a little out of place, but when things go wrong it can help the rest of the OD world to understand why the ‘victim’ died, who was … [Read more...]

Managing Change Successfully – a case study #cipd11

Managing Change Successfully One of the sessions at this year’s #cipd11 annual conference was led by GSK, looking at the approach they took to transforming their organisation.As many people know, the pharmaceutical industry (like many others) has over the last few years had to radically change some of their working practices and approaches. GSK was no exception.Like many industries the culture and business climate that GSK is/ was operating within was changing. Customers and purchasers … [Read more...]

Change House Model

The Change House ModelThere are many change management models, one that is becoming increasingly popular is one often referred to as:  "the Change House Model", "The House of Change Model" or the "Four Rooms of Change model".  History of the Change House Model Originally developed in the early 1970's by Claes F Janssen, its origional or proper name is The Four Rooms of Change or the 4-Room Apartment.In Janssen's work it represents this as: The Four Rooms of Change … [Read more...]

Starting change from the bottom – or without support from the top

Starting change from the bottom - or without support from the topOn a change management forum recently I come across this interesting post:Does anyone have any comments or experience about how it is possible to change the culture within a department without support from the top? In fact the very top may actually be part, in no way all of, the cultural problem. Cultural issues have been identified such as fear of top, lack of innovation, mistrust, low motivation, … [Read more...]

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