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    The Change Book: Change the Way You Think About Change
    The Change Book: Change the Way You Think About Change
    The Change Book: Change the Way You Think About Change
    Ebook219 pages49 minutes

    The Change Book: Change the Way You Think About Change

    By Tricia Emerson and Mary Stewart

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    About this ebook

    Change is hard, but learning more about it doesn't have to be boring. The Change Book: Change the Way You Think About Change helps you get smart on change management without the pain. It addresses framing your change, leadership, resistance, culture, communication and more. Flip it open to any page and you'll find powerful, concise, and easy advice from battle-tested practitioners.

    Why aren't your communication efforts working?

    The book addresses common pitfalls, like waiting too long, delivering "bad" news and hitting people with the wrong kinds of information.

    How many people should you involve in your new effort?

    There's advice on engaging the masses and there are real stories of organizations who harnessed the power of their people.

    What should you do about those who resist?

    Do you have to turn all of them into supporters? Read about finding the people in your "sweet spot" and focusing on them.

    How will you keep people excited and engaged?

    The book offers tips for getting buy-in and maintaining momentum.
    LanguageEnglish
    PublisherAssociation for Talent Development
    Release dateMar 15, 2011
    ISBN9781607288633
    The Change Book: Change the Way You Think About Change

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      Book preview

      The Change Book - Tricia Emerson

      SECTION 1

      Framing

      What Is Change

      Management?

      The change is an attempt to capture a benefit opportunity

      The event initiating that change can be the introduction of a new strategy, new technology, new organization, or a new skill. And that event presents an opportunity to be successful at best, maintain status quo if we’re lucky, or fail at worst.

      The management targets human performance

      Miss one element and the whole performance system breaks down.

      STRATEGY: What is the overall purpose and direction for this initiative, and how will the change be managed?

      INTERNALIZATION: What behavioral changes do we expect?

      FOCUS: Have we appropriately directed people’s attention to the change?

      SUSTAINABILITY: What infrastructure ensures the change will continue?

      We have to address all four elements at the individual and organizational level.

      CHANGE MANA GEMENT

      Helping organizations capture a benefit opportunity by influencing human performance.

      Assume the

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