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7 Principles of Change Management: Navigating Transformation Successfully
Author: Dr. Evelyn Reed, PhD, Organizational Psychology, Certified Change Management Professional (CCMP)
Publisher: Change Management Institute, a leading publisher of resources for organizational transformation and development.
Editor: Sarah Miller, MA, Journalism, experienced editor specializing in business and management literature.
Keywords: 7 principles of change management, change management, organizational change, leadership, communication, resistance to change, successful change management, change management strategies, change management process.
Summary: This narrative explores the 7 core principles of successful change management, drawing on personal anecdotes, real-world case studies, and expert insights. It emphasizes the importance of leadership, communication, participation, and planning in driving organizational transformation. The article offers practical strategies and actionable advice for navigating the challenges of change, ultimately leading to improved outcomes and enhanced organizational performance.
Introduction: Embracing the Inevitable – Understanding the 7 Principles of Change Management
Change is the only constant in business. Whether it's adopting new technology, merging with another company, or restructuring operations, organizations are constantly navigating transformations. Successfully managing these changes is crucial for survival and growth. This article delves into the 7 principles of change management that underpin successful organizational transitions. These principles, when applied effectively, can transform challenges into opportunities, fostering adaptability and resilience within the organization.
1. Leadership Commitment: Setting the Tone for Change
The first and perhaps most crucial principle of the 7 principles of change management is strong leadership commitment. Without visible, unwavering support from the top, change initiatives often falter. I remember working with a mid-sized manufacturing company that attempted to implement a new ERP system. The CEO initially voiced support, but his commitment waned as other priorities emerged. The project struggled, morale plummeted, and ultimately, the implementation failed, costing the company significant time and resources. Effective leadership means more than just lip service; it necessitates active participation, clear communication, and the allocation of necessary resources. Leaders must champion the change, demonstrating their belief in its necessity and benefits.
2. Clear Communication: Transparency Breeds Trust
Effective communication is the cornerstone of successful change management. The 7 principles of change management highlight the need for open, transparent, and consistent communication throughout the entire process. People fear the unknown, and a lack of information can breed resistance. In a previous consultancy project, I witnessed firsthand the positive impact of frequent, transparent updates. By keeping employees informed about the progress, challenges, and anticipated outcomes of a restructuring process, we mitigated anxieties and fostered a sense of collaboration. This involved regular town hall meetings, email updates, and even informal "coffee chats" to address individual concerns. This proactive approach is key to building trust and buy-in.
3. Participation and Involvement: Empowering Employees
The 7 principles of change management strongly advocate for employee participation. Change is rarely welcomed passively; it requires active engagement. When employees feel heard and involved, they are more likely to embrace the change and contribute to its success. I once worked with a team implementing agile methodologies in a software development company. By involving the developers in the design and implementation of the new processes, we created a sense of ownership and commitment. They felt valued and empowered, leading to a smoother transition and significantly improved project outcomes. Ignoring employees' perspectives and concerns can lead to resentment and resistance, hindering the entire process.
4. Planning and Implementation: A Structured Approach
Successful change management requires meticulous planning and a structured implementation process. The 7 principles of change management emphasize the importance of developing a comprehensive roadmap with clear timelines, milestones, and responsibilities. This roadmap should outline the steps required, potential challenges, and mitigation strategies. Without a solid plan, change initiatives can easily become chaotic and disorganized, leading to delays, cost overruns, and ultimately, failure. A well-defined plan provides a clear path and reduces uncertainty, enhancing the likelihood of success.
5. Training and Development: Equipping Employees for Success
Equipping employees with the necessary skills and knowledge is crucial for successful change implementation. The 7 principles of change management highlight the importance of comprehensive training and development programs. When employees feel adequately prepared for the changes, they are more confident and capable of adapting. In one project, we implemented a new customer relationship management (CRM) system. We provided extensive training to all staff, ensuring they understood the system's functionalities and could effectively use it. This investment in training paid off, enabling a smooth transition and maximizing the system's potential.
6. Monitoring and Evaluation: Measuring Progress and Adapting
Continuous monitoring and evaluation are vital for ensuring the success of a change initiative. The 7 principles of change management emphasize the need for regular feedback loops to track progress, identify challenges, and make necessary adjustments. This iterative approach allows for flexibility and responsiveness, ensuring the project stays on track. We use Key Performance Indicators (KPIs) to monitor progress against the planned milestones, and adjust our strategies as needed. Ignoring the feedback loop can lead to critical problems being missed, resulting in potential setbacks or complete project failure.
7. Reinforcing and Celebrating Success: Sustaining Momentum
Finally, the 7 principles of change management highlight the importance of acknowledging and celebrating successes throughout the change process. Positive reinforcement motivates and encourages continued engagement. Recognizing achievements, both big and small, keeps momentum high and reinforces the positive impact of the change. Public acknowledgment, awards, or team-building events can help solidify the new norms and celebrate the collective effort required for successful transformation.
Conclusion: Mastering the 7 Principles of Change Management
Mastering the 7 principles of change management is not a one-time event, but rather an ongoing process that requires consistent effort and attention. By applying these principles, organizations can navigate change effectively, minimize disruption, and create a culture of adaptability and innovation. Remember, successful change management isn't just about implementing new systems or processes; it's about transforming the hearts and minds of the people within the organization, empowering them to embrace the future and contribute to a more successful future.
FAQs
1. What is the most important principle in the 7 principles of change management? While all seven are critical, strong leadership commitment forms the foundation. Without it, the others are less likely to be effectively implemented.
2. How can I overcome resistance to change? Open communication, participation, and addressing concerns proactively are crucial. Show employees the benefits, involve them in the process, and provide adequate training.
3. What are some common pitfalls to avoid in change management? Lack of planning, poor communication, insufficient training, and a lack of leadership support are frequent causes of failure.
4. How can I measure the success of a change initiative? Define clear KPIs aligned with your objectives and track them regularly. Use both quantitative and qualitative data to assess progress.
5. What role does communication play in change management? Communication is crucial for building trust, addressing concerns, and ensuring everyone is on the same page. It must be frequent, transparent, and tailored to different audiences.
6. How can I ensure employee buy-in during a change process? Involve employees in the planning and implementation phases, actively listen to their concerns, and provide adequate training and support.
7. What is the difference between change management and project management? Change management focuses on the people side of change, addressing the emotional and behavioral aspects, while project management focuses on the technical aspects of delivering a specific project.
8. What are some effective change management tools and techniques? Many tools exist, including stakeholder analysis, communication plans, risk assessments, and various change management methodologies (e.g., ADKAR).
9. How can I build a culture of continuous improvement within my organization? Embrace change as an opportunity, encourage experimentation and learning from failures, and celebrate successes. Foster a culture of open communication and feedback.
Related Articles:
1. Overcoming Resistance to Change: Practical Strategies for Leaders: This article explores techniques to effectively address employee resistance, focusing on communication, participation, and addressing concerns.
2. The Role of Leadership in Change Management: A deep dive into the critical role of leadership in driving successful organizational transformation, including strategies for effective communication and stakeholder management.
3. Developing a Comprehensive Change Management Plan: A step-by-step guide on creating a detailed roadmap for change initiatives, covering planning, implementation, and monitoring stages.
4. Measuring the Success of Change Management Initiatives: This article explores various methods for measuring the effectiveness of change initiatives, including quantitative and qualitative data analysis.
5. Change Management and Technology Adoption: This focuses specifically on the challenges and strategies associated with implementing new technologies within organizations.
6. Change Management in Mergers and Acquisitions: This explores the unique challenges and strategies for managing change during mergers and acquisitions.
7. The Importance of Communication in Organizational Change: A detailed examination of the various communication strategies crucial for successful change management.
8. Building a Culture of Change: This article provides insights on how to cultivate a mindset within an organization that embraces change as an opportunity for growth.
9. Change Management Case Studies: Real-World Examples of Success and Failure: This presents several case studies illustrating both successful and unsuccessful change initiatives, providing valuable lessons learned.
| 7 principles of change management: True Storytelling Jens Larsen, David M. Boje, Lena Bruun, 2020-09-23 True Storytelling is a new method of studying, planning, facilitating, ensuring, implementing and evaluating ethical and sustainable changes in companies, organizations and societies. True Storytelling is both a method with seven principles and a mindset to help managers and researchers to work with change. True Storytelling stresses that we need to balance the resources of the Earth, our wellbeing and the economy when we are dealing with change. It is not only a book about how to prevent climate change, it is also a book about how we can navigate through crisis, create less stress and achieve better life in organizations and in society as a whole. You will learn how to create innovative start-ups with a purpose and fund money for sustainable projects and good ideas. The book combines practical cases, interviews with managers and CEOs, theory and philosophy to define the method and to teach the Seven True Storytelling Principles: 1 You yourself must be true and prepare the energy and effort for a sustainable future 2 True storytelling makes spaces that respect the stories already there 3 You must create stories with a clear plot, creating direction and helping people prioritize 4 You must have timing 5 You must be able to help stories on their way and be open to experiment 6 You must consider staging, including scenography and artefacts 7 You must reflect on the stories and how they create value This book is a guide to implementing these core principles to boost leadership practices, create a storytelling culture and staff buy-in. The method is also useful as an analytical tool for organizations, managers and consultants in order to prepare, plan and execute the implementation of strategies. It is valuable reading for researchers and students at master level as well as leaders and consultants in charge of ethical and sustainable changes. |
| 7 principles of change management: 7 Principles of Transformational Leadership Hugh Blane, 2017-05-23 Learn to flourish as a leader so that a mindset of growth, optimism, and positivity spreads to your employees and shows up in the customer experience. In the world of work, the single greatest asset of successful individuals, teams, and organizations is their mindset—what happens in between their ears. It’s not the corporate strategy, the sales compensation plan, or the market segments they’re pursuing. It is what each leader, team member, and employee chooses to focus on, believe, and create for themselves and others. 7 Principles of Transformational Leadership presents the fundamental concepts whose implementation will result in dramatic revenue, performance, and relationship growth. Specifically, leaders will learn to: Live their professional and personal lives with unbridled purpose and passion. Execute strategic priorities more effectively and with accelerated results. Retain the brightest and best talent. Have employees, key stakeholders, and managers enthusiastically follow them. Be exemplars of innovation, growth, and positive mindsets. Cascade excellence throughout their organizations. You may have employees with all the talent in the world, but you’ll never achieve remarkable results until you change your employees’ mindset. 7 Principles of Transformational Leadership will help you convert your human potential into accelerated business results. |
| 7 principles of change management: Agile Change Management Melanie Franklin, 2021-10-03 The second edition of Agile Change Management provides essential tools to build change manager capabilities and ensure change initiatives are embedded effectively throughout the organization. This book is a comprehensive resource for creating a roadmap that is flexible and unique to each organization to manage any type of change initiative. Detailing all the processes, activities and information needed, from creating the right environment for change to completing iterative tasks, it shows how to respond to different needs as they arise, reducing the potential for wasted time and resources. The updated second edition features chapters on behavioural change and decomposition in planning iterations, and new material on prototyping for business needs and virtual leadership. Whether implementing a large-scale transformation or working through projects at micro-level, Agile Change Management provides tools, frameworks and examples necessary to adapt to and manage change effectively. |
| 7 principles of change management: ADKAR Jeff Hiatt, 2006 In his first complete text on the ADKAR model, Jeff Hiatt explains the origin of the model and explores what drives each building block of ADKAR. Learn how to build awareness, create desire, develop knowledge, foster ability and reinforce changes in your organization. The ADKAR Model is changing how we think about managing the people side of change, and provides a powerful foundation to help you succeed at change. |
| 7 principles of change management: Leading Change John P. Kotter, 2012 From the ill-fated dot-com bubble to unprecedented merger and acquisition activity to scandal, greed, and, ultimately, recession -- we've learned that widespread and difficult change is no longer the exception. By outlining the process organizations have used to achieve transformational goals and by identifying where and how even top performers derail during the change process, Kotter provides a practical resource for leaders and managers charged with making change initiatives work. |
| 7 principles of change management: The Principles and Benefits of Change Myles Munroe, 2009-06-04 Thriving in a Changing WorldChange comes to all of us—whether we prepare for it or not. How we deal with those inevitable changes—no matter what the source—determines whether they will ultimately be a positive or negative force in our lives. Best-selling author Dr. Myles Munroe reveals how to experience security, confidence, and freedom in the uncertainty of our changing world. Through this book, you can discover how to: Become an active part of change—not its victim. Be free of fear during unsettling times. Fulfill your God-given purpose. Maximize the benefits of change. Tap into the positive power of change. Be proactive in pursuing your God-given purpose. You can be ready for the changing seasons that lie ahead. |
| 7 principles of change management: Cultivating Communities of Practice Etienne Wenger, Richard Arnold McDermott, William Snyder, 2002 Today's marketplace is fueled by knowledge. Yet organizing systematically to leverage knowledge remains a challenge. Leading companies have discovered that technology is not enough, and that cultivating communities of practice is the keystone of an effective knowledge strategy. Communities of practice come together around common interests and expertise- whether they consist of first-line managers or customer service representatives, neurosurgeons or software programmers, city managers or home-improvement amateurs. They create, share, and apply knowledge within and across the boundaries of teams, business units, and even entire companies-providing a concrete path toward creating a true knowledge organization. In Cultivating Communities of Practice, Etienne Wenger, Richard McDermott, and William M. Snyder argue that while communities form naturally, organizations need to become more proactive and systematic about developing and integrating them into their strategy. This book provides practical models and methods for stewarding these communities to reach their full potential-without squelching the inner drive that makes them so valuable. Through in-depth cases from firms such as DaimlerChrysler, McKinsey & Company, Shell, and the World Bank, the authors demonstrate how communities of practice can be leveraged to drive overall company strategy, generate new business opportunities, tie personal development to corporate goals, transfer best practices, and recruit and retain top talent. They define the unique features of these communities and outline principles for nurturing their essential elements. They provide guidelines to support communities of practice through their major stages of development, address the potential downsides of communities, and discuss the specific challenges of distributed communities. And they show how to recognize the value created by communities of practice and how to build a corporate knowledge strategy around them. Essential reading for any leader in today's knowledge economy, this is the definitive guide to developing communities of practice for the benefit-and long-term success-of organizations and the individuals who work in them. Etienne Wenger is a renowned expert and consultant on knowledge management and communities of practice in San Juan, California. Richard McDermott is a leading expert of organization and community development in Boulder, Colorado. William M. Snyder is a founding partner of Social Capital Group, in Cambridge, Massachusetts. |
| 7 principles of change management: Principles of Management 3.0 Talya Bauer, Jeremy Short, Berrin Erdogan, Mason Carpenter, 2017 |
| 7 principles of change management: The Payoff Principle Alan Zimmerman, 2015-03-03 Where do you hope to go with your life, your career, and your relationships? How will you muster the energy to keep on keeping on, in the good times and the bad? What skills do you have to learn—and then use—to make sure you get the payoffs you really want in your professional life and your personal life? The problem with so many positive-thinking books and self-help routines is that they don’t give you the whole formula. The Payoff Principle gives you that formula—Purpose + Passion + Process = Payoff—and then works as your guidebook, teaching you how to apply the formula to achieve success at work, at home, and everywhere you go. When you find purpose in what you do, exhibit passion for the outcome, and master the process to make it happen, you produce the payoffs you want, need, and deserve. Plenty of people have done exactly that, whether consciously and deliberately or accidently and luckily. But, you don’t have to depend on luck anymore. You have a formula for getting what you want. You have a practical set of strategies guaranteed to deliver greater happiness and success than you’ve ever experienced. All you have to do now is read The Payoff Principle to learn how to implement the formula to experience the new-and-complete you. |
| 7 principles of change management: Mastering Facilitation: 7 Principles & 1 Law Victor Chandrawira, 2020-03-30 Meetings are not always effective. No clear agenda, no participation from the audience, and no decision after hours of meeting - these are just few things contributing to an ineffective meeting. Imagine you are the leader of the meeting - would you let this happen? Leading a meeting is about progressing towards a decision making, to come to a conclusion of what to do next. Aside from a clear agenda of why a meeting is needed, those in the room have their role to play. As participants, their ideas and thoughts do matters to the objective of the meeting. Leading a meeting is about facilitating the thinking process and communication among all participants, including yourself. If you agree with this statement, then this book is for you! |
| 7 principles of change management: Principles of Management David S. Bright, Anastasia H. Cortes, Eva Hartmann, 2023-05-16 Black & white print. Principles of Management is designed to meet the scope and sequence requirements of the introductory course on management. This is a traditional approach to management using the leading, planning, organizing, and controlling approach. Management is a broad business discipline, and the Principles of Management course covers many management areas such as human resource management and strategic management, as well as behavioral areas such as motivation. No one individual can be an expert in all areas of management, so an additional benefit of this text is that specialists in a variety of areas have authored individual chapters. |
| 7 principles of change management: The Critical Few Jon R. Katzenbach, James Thomas, Gretchen Anderson, 2019-01-16 In a global survey by the Katzenbach Center, 80 percent of respondents believed that their organization must evolve to succeed. But a full quarter of them reported that a change effort at their organization had resulted in no visible results. Why? The fate of any change effort depends on whether and how leaders engage their culture: the self-sustaining patterns of behaving, feeling, thinking, and believing that determine how things are done in an organization. Culture is implicit rather than explicit, emotional rather than rational--that's what makes it so hard to work with, but that's also what makes it so powerful. For the first time, this book lays out the Katzenbach Center's proven methodology for identifying your culture's four most critical elements: traits, characteristics that are at the heart of people's emotional connection to what they do; keystone behaviors, actions that would lead your company to succeed if they were replicated at a greater scale; authentic informal leaders, people who have a high degree of emotional intuition or social connectedness; and metrics, integrated, thoughtful measures to track progress, encourage the self-reinforcing cycle of lasting change and link to business performance. By leveraging these critical few elements, you can tap into a source of catalytic change within your organization. People will make an emotional, not just a rational, commitment to new initiatives. You will elicit enthusiasm and creativity and build the kind of powerful company that people recognize for its innate value and effectiveness. |
| 7 principles of change management: The Art of Community Charles Vogl, 2016-09-12 Create a Culture of Belonging! Strong cultures help people support one another, share their passions, and achieve big goals. And such cultures of belonging aren't just happy accidents - they can be purposefully cultivated, whether they're in a company, a faith institution or among friends and enthusiasts. Drawing on 3,000 years of history and his personal experience, Charles Vogl lays out seven time-tested principles for growing enduring, effective and connected communities. He provides hands-on tools for creatively adapting these principles to any group—formal or informal, mission driven or social, physical or virtual. This book is a guide for leaders seeking to build a vibrant, living culture that will enrich lives. Winner of the Nautilus Silver Book Award in the Business and Leadership Category. |
| 7 principles of change management: Principles for Building Resilience Reinette Biggs, Maja Schlüter, Michael L. Schoon, 2015-04-02 Reflecting the very latest research, this book provides an in-depth review of the role of resilience in the management of social-ecological systems and the ecosystem services they provide. Leaders in the field outline seven principles for building resilience in social-ecological systems, examining how these can be applied to advance sustainability. |
| 7 principles of change management: The Seven Principles of Digital Business Strategy Niall McKeown, Mark Durkin, 2017-10-04 If we are creating most of our competitive advantage at the strategic planning stage, why are we spending so little time on this and so much time on technology? This book is not about why you should digitally transform and become more strategic; it’s about how. It lays out the steps that must be taken, the data that should be used, and the decision tree to be followed. Following the principles laid out in this book allows organizational leaders, marketers, and technologists to talk at a high strategic level without getting bogged down in the tactics and delivery that consumes most of the time, attention, and activity in the modern workplace. Use the seven principles of digital business strategy to define the direction of travel for your business in today’s digital economy. |
| 7 principles of change management: Love Works Joel Manby, 2020-03-17 Updated and Expanded Edition of the Leadership Bestseller Harness the meaning of love, the verb, to improve your corporate culture and bottom line with the help of Joel Manby, former President and CEO of both SeaWorld Parks & Entertainment and Herschend Enterprises. Joel won the respect of America with his appearance on the CBS reality TV series Undercover Boss. A highly successful corporate executive, Joel Manby is unlike most other CEOs. As the 18 million viewers of Undercover Boss witnessed, Manby has a unique style of leadership--servant leadership--which has a profound impact on his employees. In this updated and expanded edition of Love Works, Manby demonstrates that leading with love is effective even in extremely difficult business environments, which he experienced at SeaWorld. With an all-new introduction and two additional chapters, Manby shares more of his own leadership and personal stories, giving insight that will help you become a more effective leader by: Cultivating a culture that builds improved employee engagement and long-term success Outlining seven time-proven principles that break down the natural walls within the workplace Overcoming personal failures at work and home Empowering your managers and employees Disarming difficulties in the workplace Discover the truth of the power of love to change the course of your business and your life today! |
| 7 principles of change management: Blue Ocean Strategy W. Chan Kim, 2015 |
| 7 principles of change management: Change Management Jeffrey M. Hiatt, Timothy J. Creasey, 2003 Change management is the missing piece that takes good ideas and turns them into business success. This book is not only a solid introduction to the discipline of change management, but is the primer to catalyze change leadership and competency in your organization. The responsibility for creating competencies to manage and lead change does not rest solely with HR, but lies within all management, right to the seat of the CEO. This book is a practical look at what it means to manage the people side of change |
| 7 principles of change management: Choosing Strategies for Change John P. Kotter, 1979-01-01 |
| 7 principles of change management: 7 Rules for Positive, Productive Change Esther Derby, 2019-08-06 Change is difficult but essential—Esther Derby offers seven guidelines for change by attraction, an approach that draws people into the process so that instead of resisting change, they embrace it. Even if you don't have change management in your job description, your job involves change. Change is a given as modern organizations respond to market and technology advances, make improvements, and evolve practices to meet new challenges. This is not a simple process on any level. Often, there is no indisputable right answer, and responding requires trial and error, learning and unlearning. Whatever you choose to do, it will interact with existing policies and structures in unpredictable ways. And there is, quite simply, a natural human resistance to being told to change. Rather than creating more rigorous preconceived plans or imposing change by decree, agile software developer turned organizational change expert Esther Derby offers change by attraction, an approach that is adaptive and responsive and engages people in learning, evolving, and owning the new way. She presents a set of seven heuristics—guides to problem-solving—that empower people to achieve outcomes within broad constraints using their personal ingenuity and creativity. When you work by attraction, you give space and support for people to feel the loss that comes with change and help them see what is valuable about the future you propose. Resistance fades because people feel there is nothing to push against—only something they want to move toward. Derby's approach clears the fog to provide a new way forward that honors people and creates safety for change. |
| 7 principles of change management: The Future of Work Jacob Morgan, 2014-08-25 Throughout the history of business employees had to adapt to managers and managers had to adapt to organizations. In the future this is reversed with managers and organizations adapting to employees. This means that in order to succeed and thrive organizations must rethink and challenge everything they know about work. The demographics of employees are changing and so are employee expectations, values, attitudes, and styles of working. Conventional management models must be replaced with leadership approaches adapted to the future employee. Organizations must also rethink their traditional structure, how they empower employees, and what they need to do to remain competitive in a rapidly changing world. This is a book about how employees of the future will work, how managers will lead, and what organizations of the future will look like. The Future of Work will help you: Stay ahead of the competition Create better leaders Tap into the freelancer economy Attract and retain top talent Rethink management Structure effective teams Embrace flexible work environments Adapt to the changing workforce Build the organization of the future And more The book features uncommon examples and easy to understand concepts which will challenge and inspire you to work differently. |
| 7 principles of change management: A Sense of Urgency John P. Kotter, 2008 In his international bestseller Leading Change, Kotter provided an action plan for implementing successful transformations. Now, he shines the spotlight on the crucial first step in his framework: creating a sense of urgency by getting people to actually see and feel the need for change. |
| 7 principles of change management: How Colleges Change Adrianna Kezar, 2013-10-01 Higher education is in an unprecedented time of change and reform. To address these challenges, university leaders tend to focus on specific interventions and programs, but ignore the change processes and the contexts that would lead to success. Joining theory and practice, How Colleges Change unmasks problematic assumptions that change agents typically possess and provides research-based principles for approaching change. Framed by decades of research, this monumental book offers fresh insights into understanding, leading, and enacting change. Recognizing that internal and external conditions shape and frame change processes, Kezar presents an overarching practical framework that can be applied to any organizational challenge and context. How Colleges Change is a crucial resource for aspiring and practicing campus leaders, higher education practitioners, scholars, faculty, and staff who want to learn how to apply change strategies in their own institutions. |
| 7 principles of change management: Sustainable Leadership Andy Hargreaves, Dean Fink, 2012-06-27 In Sustainable Leadership, Andy Hargreaves and Dean Fink address one of the most important and often neglected aspects of leadership: sustainability. The authors set out a compelling and original framework of seven principles for sustainable leadership characterized by Depth of learning and real achievement rather than superficially tested performance; Length of impact over the long haul, beyond individual leaders, through effectively managed succession; Breadth of influence, where leadership becomes a distributed responsibility; Justice in ensuring that leadership actions do no harm to and actively benefit students in other schools; Diversity that replaces standardization and alignment with diversity and cohesion; Resourcefulness that conserves and renews leaders' energy and doesn't burn them out; and Conservation that builds on the best of the past to create an even better future. This book is a volume in the Jossey-Bass Leadership Library in Education—a series designed to meet the demand for new ideas and insights about leadership in schools. |
| 7 principles of change management: Lead with Imagination Brian Paradis, 2019-02-05 We have moved past the Information Age and are now living in the Imagination Age. Intuitive and creative thinking skills are as valuable as “hard skills” and are unique to each one of you. You have these innate skills—all you have to do is unleash them. Join up. What does imagination have to do with leadership? Ever since he was in college, Brian Paradis has been intrigued by the question, “What does imagination have to do with leadership?” For thirty years, he studied this puzzle as he honed his business and leadership skills, and one thing became crystal clear: imagination has a powerful influence on leadership. The compelling combination of leader + imagination = an opportunity to unleash all kinds of potential. The world is increasingly complex, knowledge is advancing at an unfathomable rate, and the problems in our world seem unsolvable. Organizations are in near constant and disruptive transition, and the cultures that define them are disconnected, disaffected, and divisive. Too many leaders show up to work wondering if any of it matters. We are “smarter” than any generation in history, but that isn’t the problem. The problem is imagination is not advancing at the same pace. But where there’s a closed door, there’s an open window of opportunity for those willing to walk through, to take a risk, and see what others don’t. Lead with Imagination promises three returns on your investment of time from reading it: You will be inspired by the possibilities and strengthened against the challenges. You will gain power and confidence to imagine, create, and innovate. We are all born with innate imagination and curiosity—learn how to use it. You will release your fullest potential and help release the potential of those you lead. We all learned as kindergarteners to assimilate quickly by giving the teacher (society) the desired answer, and to “fit in.” That colored our thinking from that moment forward and restricted our thinking and use of imagination. But now, it’s time to color outside the lines. |
| 7 principles of change management: The Psychology of Organizational Change Shaul Oreg, Alexandra Michel, Rune Todnem By, 2013-04-18 This volume examines organizational change from the employee's perspective. |
| 7 principles of change management: Change the Way You Lead Change , 2008-05-16 A groundbreaking manifesto, this book challenges traditional notions of change, arguing that successful change is the result of careful diagnosis, analysis, and consideration of what to change, who to change, and the context for the change. |
| 7 principles of change management: Implementing Lean Software Development Mary Poppendieck, Thomas David Poppendieck, Tom Poppendieck, 2007 |
| 7 principles of change management: Buy-In John P. Kotter, Lorne Whitehead, 2010-10-06 You've got a good idea. You know it could make a crucial difference for you, your organization, your community. You present it to the group, but get confounding questions, inane comments, and verbal bullets in return. Before you know what's happened, your idea is dead, shot down. You're furious. Everyone has lost: Those who would have benefited from your proposal. You. Your company. Perhaps even the country. It doesn't have to be this way, maintain John Kotter and Lorne Whitehead. In Buy-In, they reveal how to win the support your idea needs to deliver valuable results. The key? Understand the generic attack strategies that naysayers and obfuscators deploy time and time again. Then engage these adversaries with tactics tailored to each strategy. By inviting in the lions to critique your idea--and being prepared for them--you'll capture busy people's attention, help them grasp your proposal's value, and secure their commitment to implementing the solution. The book presents a fresh and amusing fictional narrative showing attack strategies in action. It then provides several specific counterstrategies for each basic category the authors have defined--including: · Death-by-delay: Your enemies push discussion of your idea so far into the future it's forgotten. · Confusion: They present so much data that confidence in your proposal dies. · Fearmongering: Critics catalyze irrational anxieties about your idea. · Character assassination: They slam your reputation and credibility. Smart, practical, and filled with useful advice, Buy-In equips you to anticipate and combat attacks--so your good idea makes it through to make a positive change. |
| 7 principles of change management: The Seven Principles for Making Marriage Work John Gottman, PhD, Nan Silver, 2015-05-05 NEW YORK TIMES BESTSELLER • Over a million copies sold! “An eminently practical guide to an emotionally intelligent—and long-lasting—marriage.”—Daniel Goleman, author of Emotional Intelligence The Seven Principles for Making Marriage Work has revolutionized the way we understand, repair, and strengthen marriages. John Gottman’s unprecedented study of couples over a period of years has allowed him to observe the habits that can make—and break—a marriage. Here is the culmination of that work: the seven principles that guide couples on a path toward a harmonious and long-lasting relationship. Straightforward yet profound, these principles teach partners new approaches for resolving conflicts, creating new common ground, and achieving greater levels of intimacy. Gottman offers strategies and resources to help couples collaborate more effectively to resolve any problem, whether dealing with issues related to sex, money, religion, work, family, or anything else. Packed with new exercises and the latest research out of the esteemed Gottman Institute, this revised edition of The Seven Principles for Making Marriage Work is the definitive guide for anyone who wants their relationship to attain its highest potential. |
| 7 principles of change management: Influence Robert B. Cialdini, 1988 Influence: Science and Practice is an examination of the psychology of compliance (i.e. uncovering which factors cause a person to say yes to another's request) and is written in a narrative style combined with scholarly research. Cialdini combines evidence from experimental work with the techniques and strategies he gathered while working as a salesperson, fundraiser, advertiser, and other positions, inside organizations that commonly use compliance tactics to get us to say yes. Widely used in graduate and undergraduate psychology and management classes, as well as sold to people operating successfully in the business world, the eagerly awaited revision of Influence reminds the reader of the power of persuasion. Cialdini organizes compliance techniques into six categories based on psychological principles that direct human behavior: reciprocation, consistency, social proof, liking, authority, and scarcity. Copyright © Libri GmbH. All rights reserved. |
| 7 principles of change management: Connected by Design Barry Wacksman, Chris Stutzman, 2014-04-28 In a world of fierce global competition and rapid technological change, traditional strategies for gaining market share and achieving efficiencies no longer yield the returns they once did. How can companies drive consumer preference and secure sustainable growth in this digital, social, and mobile age? The answer is through functional integration. Some of the world's most highly valued companies—including Amazon, Apple and Google—have harnessed this new business model to build highly interactive ecosystems of interrelated products and digital services, gaining new levels of customer engagement. Functional integration offers forward-looking brands a unique competitive edge by using transformative digital technologies to deliver high-value customer experiences, generate repeat business, and unlock lucrative new business-to-business revenue streams. Connected By Design is the first book to show business leaders and marketers exactly how to use functional integration to achieve transformative growth within any type of company. Based on R/GA's pioneering work with firms at the forefront of functional integration, Barry Wacksman and Chris Stutzman identify seven principles companies must follow in order to create and deliver new value for customers and capture new revenues. Connected By Design explains how functional integration drove the transformation of market-leading companies as diverse as Nike, General Motors, McCormick & Co., and Activision to establish authentic brand relationships with their customers, enter new categories, and develop new sources of income. With Connected by Design, any company can leverage technological disruption to redefine its mission and foster greater brand loyalty and engagement. |
| 7 principles of change management: Change; Principles of Problem Formation and Problem Resolution Paul Watzlawick, John H. Weakland, Richard Fisch, 1974 This classic book, available in paperback for the very first time, explores why some people can successfully change their lives and others cannot. Here famed psychologist Paul Watzlawick presents what is still often perceived as a radical idea: that the solutions to our problems are inherently embedded in the problems themselves. Tackling the age-old questions surrounding persistence and change, the book asks why problems arise and are perpetuated in some instances but easily resolved in others. Incorporating ideas about human communication, marital and family therapy, the therapeutic effects of paradoxes and of action-oriented techniques of problem resolution, Change draws much from the field of psychotherapy. |
| 7 principles of change management: The Effective Change Manager's Handbook Richard Smith, David King, Ranjit Sidhu, Dan Skelsey, APMG, 2014-11-03 The Effective Change Manager's Handbook helps practitioners, employers and academics define and practise change management successfully and develop change management maturity within their organization. A single-volume learning resource covering the range of knowledge required, it includes chapters from established thought leaders on topics ranging from benefits management, stakeholder strategy, facilitation, change readiness, project management and education and learning support. The Effective Change Manager's Handbook covers the whole process from planning to implementation, offering practical tools, techniques and models to effectively support any change initiative. The editors of The Effective Change Manager's Handbook - Richard Smith, David King, Ranjit Sidhu and Dan Skelsey - are all experienced international consultants and trainers in change management. All four editors worked on behalf of the Change Management Institute to co-author the first global change management body of knowledge, The Effective Change Manager, and are members of the APMG International examination panel for change management. |
| 7 principles of change management: How Learning Works Susan A. Ambrose, Michael W. Bridges, Michele DiPietro, Marsha C. Lovett, Marie K. Norman, 2010-04-16 Praise for How Learning Works How Learning Works is the perfect title for this excellent book. Drawing upon new research in psychology, education, and cognitive science, the authors have demystified a complex topic into clear explanations of seven powerful learning principles. Full of great ideas and practical suggestions, all based on solid research evidence, this book is essential reading for instructors at all levels who wish to improve their students' learning. —Barbara Gross Davis, assistant vice chancellor for educational development, University of California, Berkeley, and author, Tools for Teaching This book is a must-read for every instructor, new or experienced. Although I have been teaching for almost thirty years, as I read this book I found myself resonating with many of its ideas, and I discovered new ways of thinking about teaching. —Eugenia T. Paulus, professor of chemistry, North Hennepin Community College, and 2008 U.S. Community Colleges Professor of the Year from The Carnegie Foundation for the Advancement of Teaching and the Council for Advancement and Support of Education Thank you Carnegie Mellon for making accessible what has previously been inaccessible to those of us who are not learning scientists. Your focus on the essence of learning combined with concrete examples of the daily challenges of teaching and clear tactical strategies for faculty to consider is a welcome work. I will recommend this book to all my colleagues. —Catherine M. Casserly, senior partner, The Carnegie Foundation for the Advancement of Teaching As you read about each of the seven basic learning principles in this book, you will find advice that is grounded in learning theory, based on research evidence, relevant to college teaching, and easy to understand. The authors have extensive knowledge and experience in applying the science of learning to college teaching, and they graciously share it with you in this organized and readable book. —From the Foreword by Richard E. Mayer, professor of psychology, University of California, Santa Barbara; coauthor, e-Learning and the Science of Instruction; and author, Multimedia Learning |
| 7 principles of change management: Unwind! Michael Olpin, Sam Bracken, 2014 Discusses how to optimize your body, heart, mind, and soul in order to lower anxiety levels and make better choices. |
| 7 principles of change management: The Heart of Change John P. Kotter, Dan S. Cohen, 2012-10-23 Moving beyond the process of change Why is change so hard? Because in order to make any transformation successful, you must change more than just the structure and operations of an organization—you need to change people’s behavior. And that is never easy. The Heart of Change is your guide to helping people think and feel differently in order to meet your shared goals. According to bestselling author and renowned leadership expert John Kotter and coauthor Dan Cohen, this focus on connecting with people’s emotions is what will spark the behavior change and actions that lead to success. Now freshly designed, The Heart of Change is the engaging and essential complement to Kotter’s worldwide bestseller Leading Change. Building off of Kotter’s revolutionary eight-step process, this book vividly illustrates how large-scale change can work. With real-life stories of people in organizations, the authors show how teams and individuals get motivated and activated to overcome obstacles to change—and produce spectacular results. Kotter and Cohen argue that change initiatives often fail because leaders rely too exclusively on data and analysis to get buy-in from their teams instead of creatively showing or doing something that appeals to their emotions and inspires them to spring into action. They call this the see-feel-change dynamic, and it is crucial for the success of any true organizational transformation. Refreshingly clear and eminently practical, The Heart of Change is required reading for anyone facing the challenges inherent in leading change. |
| 7 principles of change management: The Seven Habits of Highly Effective People Stephen R. Covey, 1997 A revolutionary guidebook to achieving peace of mind by seeking the roots of human behavior in character and by learning principles rather than just practices. Covey's method is a pathway to wisdom and power. |
| 7 principles of change management: HBR's 10 Must Reads on Managing People Daniel Goleman, Jon R. Katzenbach, W. Chan Kim, Renée A. Mauborgne, 2011 Business. |
| 7 principles of change management: Transitions William Bridges, 2004-08-11 The best-selling guide for coping with changes in life and work, named one of the 50 all-time best books in self-help and personal development Whether you choose it or it is thrust upon you, change brings both opportunities and turmoil. Since Transitions was first published, this supportive guide has helped hundreds of thousands of readers cope with these issues by providing an elegantly simple yet profoundly insightful roadmap of the transition process. With the understanding born of both personal and professional experience, William Bridges takes readers step by step through the three stages of any transition: The Ending, The Neutral Zone, and, eventually, The New Beginning. Bridges explains how each stage can be understood and embraced, leading to meaningful and productive movement into a hopeful future. With a new introduction highlighting how the advice in the book continues to apply and is perhaps even more relevant today, and a new chapter devoted to change in the workplace, Transitions will remain the essential guide for coping with the one constant in life: change. |
小米平板 7 系列有什么优势跟槽点？买 7 还是 7Pro？
骁龙7+Gen3/骁龙 8sGen3放到2K价位不够炸裂却也合理，性能相当于骁龙870的151%/163% 这一代都均为3:2屏幕比例，搭载最新的小米澎湃OS 2，系统流畅性有提升 无论是用来轻办公、阅 …
荣耀magic7pro（荣耀Magic7 Pro）怎么样？体验7天优缺点测评
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英特尔的酷睿ultra和i系列CPU有什么区别？哪个好？ - 知乎
酷睿 Ultra 7 155H（16 核/22 线程）与 i7-13700H 接近，但功耗更低；传统 i9 系列（24 核）仍领先多核性能。 单核性能： i 系列高频型号（如 i9-14900K 睿频 6.0GHz）在游戏、单线程任务 …
7-Zip 官方网站怎么下载？ - 知乎
7-zip另外一个问题就是其创建的压缩包为*.7z格式，有些老版本的其他解压软件可能无法读取。 在制作压缩文件传给别人的时候不是很方便。 如果没有特殊需求的话WinRAR、好压等软件还是 …
酷睿 Ultra 5 和 Ultra 7，或者i5和i7差距多大？ - 知乎
先说结论：相较于Ultra 5 125H而言，Ultra 7 155H当然更好。纸面参数上，128EU满血GPU，CPU大核心多了两个，主频也略高。当然，实测的情况也依然是Ultra 7 155H表现更好 …
知乎 - 有问题，就会有答案
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
想请大神给小白科普一下音频声道的专业知识，什么是2.1声道、5.…
Oct 27, 2024 · 因为传统的5.1、7.1，虽然都是环绕效果，但声音都局限在平面上，顶部是没有声音信号的。 但很多电影中都会有诸如飞机掠过头顶、雨水打落在头顶、雷声在天空涌动等等场 …
到2025了英特尔和AMD处理器怎么选？ - 知乎
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
Ultra 7 155H的性能咋样，ultra 7 155h相当于什么处理器，相当于 …
Feb 18, 2025 · Ultra 7 155H核心性能： Ultra 7 155H具有16核心，22线程； P-core（性能核）：6个，支持超线程，即12线程，基本频率1.4 GHz，最大睿频频率 4.8 GHz，6个大核心应 …
如何确定螺丝型号？ - 知乎
扳手通常在柄部的一端或两端制有夹持螺栓或螺母的开口或套孔，使用时沿螺纹旋转方向在柄部施加外力，就能拧转螺栓或螺母；常用的开口扳手规格：7、8、10、14、17、19、22、24、27 …
小米平板 7 系列有什么优势跟槽点？买 7 还是 7Pro？
骁龙7+Gen3/骁龙 8sGen3放到2K价位不够炸裂却也合理，性能相当于骁龙870的151%/163% 这一代都均为3:2屏幕比例，搭载最新的小米澎湃OS 2，系统流畅性有提升 无论是用来轻办公、阅 …
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英特尔的酷睿ultra和i系列CPU有什么区别？哪个好？ - 知乎
酷睿 Ultra 7 155H（16 核/22 线程）与 i7-13700H 接近，但功耗更低；传统 i9 系列（24 核）仍领先多核性能。 单核性能： i 系列高频型号（如 i9-14900K 睿频 6.0GHz）在游戏、单线程任务 …
7-Zip 官方网站怎么下载？ - 知乎
7-zip另外一个问题就是其创建的压缩包为*.7z格式，有些老版本的其他解压软件可能无法读取。 在制作压缩文件传给别人的时候不是很方便。 如果没有特殊需求的话WinRAR、好压等软件还是 …
酷睿 Ultra 5 和 Ultra 7，或者i5和i7差距多大？ - 知乎
先说结论：相较于Ultra 5 125H而言，Ultra 7 155H当然更好。纸面参数上，128EU满血GPU，CPU大核心多了两个，主频也略高。当然，实测的情况也依然是Ultra 7 155H表现更好 …
知乎 - 有问题，就会有答案
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
想请大神给小白科普一下音频声道的专业知识，什么是2.1声道、5.…
Oct 27, 2024 · 因为传统的5.1、7.1，虽然都是环绕效果，但声音都局限在平面上，顶部是没有声音信号的。 但很多电影中都会有诸如飞机掠过头顶、雨水打落在头顶、雷声在天空涌动等等场 …
到2025了英特尔和AMD处理器怎么选？ - 知乎
知乎，中文互联网高质量的问答社区和创作者聚集的原创内容平台，于 2011 年 1 月正式上线，以「让人们更好的分享知识、经验和见解，找到自己的解答」为品牌使命。知乎凭借认真、专业 …
Ultra 7 155H的性能咋样，ultra 7 155h相当于什么处理器，相当于 …
Feb 18, 2025 · Ultra 7 155H核心性能： Ultra 7 155H具有16核心，22线程； P-core（性能核）：6个，支持超线程，即12线程，基本频率1.4 GHz，最大睿频频率 4.8 GHz，6个大核心应 …
如何确定螺丝型号？ - 知乎
扳手通常在柄部的一端或两端制有夹持螺栓或螺母的开口或套孔，使用时沿螺纹旋转方向在柄部施加外力，就能拧转螺栓或螺母；常用的开口扳手规格：7、8、10、14、17、19、22、24、27 …
