Conversations Of Change

I talk with CEO of Ralleo Joe Hutton about Technology and Organizational Change

I talk change management and neuroleadership and change that matters with experienced WA practitioner Sarah Glenister

A #changechat with Heather Stagl on change resistance, change readiness and her new book!

I talk with Leisha Boyle of Sticky Stories about the use of visual storytelling in the form of animated clips. We talk about how this fits into leadership messaging and change communication. Leisha is an experienced change practitioner and the founder of Sticky Stories, a start up producing a library of workplace stories. Contact Leisha at Sticky Stories for more or see some of the clips at the LinkedIn page Related: Content Curation for Change

I talk with Chief People Officer of global engineering company Aurecon about his experiences with leading change and working with Change Managers

I have a change chat with renowned change management expert Daryl Conner. We talk character and purpose, raising your game, and change that matters

A sharp hit of change with Nicholas Martin, Prosci accredited, agile change manager.

What is a dialogue experiment? Good change was noted for good conversations. How do you make good conversations happen? Was the origin of it. Started bringing groups together to discuss a topic and then analyse the conversation itself – what did we learn about conversation through this conversation. Hallmarks of a good conversation Energy – when something new is emerging out of it. When we are thrown together with different people and we get insights we can’t get alone Where do you see the role of conversations in change (informal v formal) We see repetition in the questions that keep coming up when we do things like roadshows. We need to look at the intention within the conversation. What is the mix of instrumental and constructive intent in conversations Conversations feel flat and hollow when they think they know the outcome of the conversation. When you see the spark in people’s eyes and we are off balance – there’s been an genuine unanswerable question, and this is what generates change. How do you keep

A 20 minute #changechat with Lena Ross on the topic of neuroscience and organisational change

A 20 minute change chat with award winning Caroline Kealey on change communication.

I speak with Alan Herrity about the trends in the recruiting field with regards to change management.

I talk with Simon Terry of the Change Agents World Wide group on the first day of International #Wolweek

What is systems dynamics? A way of understanding the complex behaviour of complex systems - it's the dynamics of complex systems (social systems). How to make the abstract element of systems dynamics concrete? Practical applications of systems dynamics include: flows - changes in people, information and materials  eg the number of dollars that came in this month, the number of widgets in transit, the information that is coming in, how fast it arrives etc Also interested in accumulation - difference between incoming flows and outgoing flows. Delays in systems are also of interest to us (examples provided in the financial departments provided on the frustration of non-real time reporting) Feedback - one part of the system may produce some information that when another part of the system receives it they are compelled to respond An example in practice in healthcare. The typical flow is a patient arrives, nursing unit, to pre-op, into operating room, post op, then back to nursing unit. The change challenge was to

Social anthropology defined – study of how people make meaning / attribute meaning to their environment. What does a social anthropologist lens bring to organisational change work? Working with symbols People who are impacted by the change are best placed to design and implement the change Change should be iterative and collaborative Example of how symbols are important In the UN – how much carpet you had in your office denoted hierarchy. If you had a square of carpet it denoted you were very important and you would be listened to. So to use in change – symbolism of senior leaders seen to be leading change and committed to the change has much greater impact than communicating the change. Examples of people impacted by the change best to manage it? Only people who are part of the culture can change it – external vendors cannot achieve this There needs to be a partnership – organisations need to bring in change expertise, but they need to work with people in the organisation to make it work. Social anthropol

The latest is #ChangeChat is with Rita Meyerson. We talk doctoral studies and change leadership. How did Rita get into change work? A lot of study! Started with Andersen Consulting (Now Accenture) What does a typical day look like? No typical routine, large tolerance for change and ambiguity. Client work, mid-career doctoral candidate – ABD (All But Dissertation), mother to 11 year old boy, yogi. Motivation for the doctoral studies? A client engagement (and their leaders) prompted Rita to complete the studies as a doctoral program. George Washington University provided a program that was flexible with family obligations and also the topic of culture and leadership in change. Rita’s dissertation focuses on organisational identity during M&As – how does the new culture emerges. How does Rita manage the tension of academic v practitioner as a “pracademic”? George Washington program is a scholar practitioner program. The empirical research helps Rita lead with the practitioner focus and the work with clients.

After the super #ChangeChat with Luc Galoppin on Social Architecture (and chocolate) we had a quick Sharp Hit of Change (SHOC). Here it is! How did Luc get into change work? What is Luc working on now? Luc tells us about a change he is proud of Luc shares of a change that didn't go so well What are the most important things to heed about workplace change You are not working on an island We should be aware of the non formal structures in the community - tribal dynamics of change Advice to those who are new in the industry - early career change managers You need to master the basics first Earn your entry ticket and then you build on that Baby steps What is Luc's favourite resources for learning more about change Poetry! Letters to a young poet by Rainer Maria Rilke

Helen's linkedin profile Helen's twitter account Helen's website: Questo

You can find Paul Thoresen on Linkedin or Twitter as @surveyguy2 Industrial / Organisational Psychology is the same name as workplace psychology / organisational psychology siopchat on twitter is the chat referred to! Where does big data sit in IO Psych and Org Change Lot of talk about it, we need to get in front of it, potential for machine learning, and artificial intelligence in use in employee engagement. Big debates in the space • Annual performance reviews – continuous or once a year. • IQ / EQ and personality types – how important are they? • What’s the right combination of top down / bottom up engagement. Latest issues in the space: • Organisations need to bring in change managers early in the design, not after decisions are made • Even if decisions are made, there are still opportunities to provide employees’s ownership so change is done with them, not to them. • Are we trying to change the hearts and minds or just change behaviour. Latest on the scene is behavioural economic and nudges, see “Nudge”

Bill Braun and I met when co-managers of the Organisational Change Practitioners group on Linkedin. The No-One Dies Alone program Bill volunteers with. Skills that are transferrable post organisational change: Deep listening Good questions Peter Block's attributes of powerful questions Personal Vague Anxiety provoking In retrospect ... My effectiveness would have been better as a change practitioner for deep listening and asking powerful questions. The learning continues!

The disclaimer - Australian's are terrible with shortening people's names without asking, very lazy elocution. Theresa very gracefully coped with me shortening her name to Therese through out... She's a good woman! Theresa's Linkedin Profile The Change Management Review 6.40 Judge and jury of the Change Management profession or facilitator of knowledge? 8.50 What does the background of change management consultant bring to entrepreneurial start ups? 11.45 Theresa's experience with ACMP 16.25 Advice to those starting out? Do some soul searching on what kind of impact do you want to have it in the world If it's change management, pay attention to soft skills that you need to do it well, and the tools and applications that you learn as you go along. You won't have impact if you don't have the soft skills.