Change Management is a relatively new profession. And it’s changing rapidly. The more we learn, the more we realize that adapatability is the key, not blindly following a method. The New Change Manager is someone who understands what change management is all about.
Many practitioners cling to the method of choice, yet the creators of those methods like to say that change fails 70% of the time. In this post I explore why you should create your own change method.
How do you know the changes you’re working on are the most important to the organization? In a large enterprise, this can be challenging. I sat down with Joanne Stone, Agile Evangelist for TELUS to hear her thoughts about applying Perspective Mapping in her 40,000+ organization.
Listen to April Jefferson’s story about how she helped two teams and their management team transition to Agile by using strategic and team-level canvases that provoked deep conversations.
Become a Lean Change Agent facilitator and get on the path to bring meaningful change into the lives of people all over the world.
I’m often asked which tool or artefact to start with when it comes to kicking off a change initiative. Well, it’s not about the canvas, it’s about the conversation! Here’s a story of how a couple of people used LEGO® SERIOUS PLAY™ to start the alignment process around a change initiative.
Is there a change equation that, when followed, ensures successful change? I don’t believe so, but read on and let me know what you think?
Find out how HolidayCheck started their journey with Lean Change Management. It can be much more simple than you might think!
We believe that change happens continuously and mainly should be owned by the people who do the work, thus the responsibility of the work, managing the work and managing how to work shouldn’t be separated. So we recommend to use the tool in a joint session with everyone who is affected by the change. – Stefan Haas
Reviews of Lean Change Management
“Changing yourself is difficult. Changing an organization? One might say impossible. And, Jason has written a handbook that allows you to consider ways to implement the impossible.
With the idea of feedback-focused change, you can change an organization, one small step at a time. He’s done it. You can do it. Let him show you what works and what doesn’t.
I love the stories. They ring true and follow what I know about change and people.”Johanna Rothman
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