CM006 Data, Information, Knowledge and Wisdom

https://www.podbean.com/media/share/pb-75pay-9e6200

Being able to differentiate between Data, Information, Knowledge, and Wisdom is key to influencing and sustaining change. In your conversations and engagements with stakeholders, Knowledge Transfer is paramount in enabling value. This episode describes each of these levels of knowledge transfer and how they factor in effective change.

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM005 Maslow as a tool for Change

https://www.podbean.com/media/share/pb-m2unj-9e4672

In 1943 Abraham Maslow published the “Maslow’s Hierarchy of Needs”. This 5 level structure, for the most part, has been accepted around the world as a tangible hierarchy for how people view themselves on earth. In change and leadership, we can use this hierarchy to gauge, steer and influence outcomes. This episode takes a look from a change perspective and is intended to provide a series of lenses we can apply in our day to day engagements with others.

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM004 Apathy, Empathy and Sympathy

https://www.podbean.com/media/share/pb-a2zjk-9e464d

As Change practitioners, we are continually seeking to improve ourselves and influence an outcome. When we are with people the exchange of information varies between frustration, knowledge, innovation, and value.

We, humans, tend to talk about ourselves (even when we don’t intend to). By understanding Apathy, Empathy and Sympathy when we engage and listen to others, we are forearming ourselves against becoming dragged into the problems we are trying to resolve. Being mindful of these perspectives actually helps those we are engaging with, as much as we are trying to help ourselves…

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM002 What is Change Management?

https://www.podbean.com/media/share/pb-6vuwn-9df3c0

Change Management is a broad topic. This episode simplifies Change Management and frames the different levels of change. By understanding the different levels of change one can construct a meaningful conversation, influence change and empower through collaboration.

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM002 What is Change Management?

https://www.podbean.com/media/share/pb-a2pzv-9df370

Change Management is a broad topic. This episode simplifies Change Management and frames the different levels of change. By understanding the different levels of change one can construct a meaningful conversation, influence change and empower through collaboration.

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM001 What is Change?

https://www.podbean.com/media/share/pb-7re6e-9dd96f

The question “What is Change?” appears to be an obvious one! However we humans like to over complicate things and confuse each other in the process. This short podcast explains how change can be viewed and interpreted and how understanding the currents of change is the starting point for any person wishing to influence change. 

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. 

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management Systems

Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management ”Welcome”. For more information please visit Structured Change via:

If you have a particular question or a scenario you would like presented as a podcast please let us know at REQUEST PODCAST HERE

From all of us at Structured Change, we hope you gain some insights that you can use in your workplace.

CM000 Welcome to Structured Change

https://www.podbean.com/media/share/pb-eqkka-9d8a4e

We have collected our learnings from the field and shared them for likeminded people working in Change, Asset Management and Management Systems. We hope that you will gain insights from our experiences. Each podcast is conveyed through the eyes of the person sharing the experience, not just an academic account of what occurred. These are real-life experiences and approaches. If you would like a specific topic or scenario in a podcast please PODCAST REQUEST HERE.

Each podcast is prefixed as:

  • AM for Asset Management
  • CM for Change Management
  • MS for Management System

All podcasts are also tagged (“Change Management”, “Asset Management” and “Management Systems”) so if you only wish to listen to a subset of podcasts you can filter accordingly. 

The combination of our value streams provides the optimum balance and fit for your organization to achieve and sustain excellence. Whether you are a seasoned Change Manager or someone seeking to enter the field of Change Management…”welcome”

www.structuredchange.com (Main Website)

www.youtube.com/c/StructuredChange (YouTube – Structured Change TV)

elearning.structuredchange.com/ (eLearning Portal)

twitter.com/StructureChange (Twitter)

If you have a particular question or a scenario you would like presented as a podcast please let us know at https://structuredchange.com.au/contact/

On behalf of Structured Change, we hope you gain some insights that you can use in your workplace.

Martin

Change Appetite and Change Ability…What about “Change Attitude”?

Many of you would have heard the expressions “Change Ability” (capability to change) and “Change Appetite” (The motive for change). The two basic considerations for any change journey…I would like to throw out my new favourite and that is “Change Attitude“.
As “Change Folk” we assess each change assignment by listening to stakeholders, capturing tangible and intangible requirements and packaging them into change programs and projects. We do this mindful of an organisations “Ability and Appetite” for change. These two views of change allow us to understand the bite size pieces for each change increment “Ability” and the motive for getting to the end “Appetite. But what about an assessment of how people view change management itself as a discipline?
I recently represented a client which had me speaking to various stakeholders. It was a typical array of conversations but what was different this time was that one interviewee had it in for change management. I’m not sure if it was the cost, prior bad experience, didn’t see the value or simply didn’t get it? Up until that moment I had assumed that change management and change leadership were fairly accepted as the modern day approach.
I conjured up the term “Change Attitude” while in a risk management workshop last year. The presenter talked about a couple of new concepts in risk management [for me at least] one of which was “Risk Attitude”. Since that workshop I have pondered an equivalent for attitude in a change context.
This got me considering some questions…
  • Do we need to factor in what people think of change management or do we just assume that people know and appreciate the intention of the discipline?
  • Does the attitude to the change discipline have influence over the goals of the change journey?
  • Do we treat such people as collateral during the journey or is it important to get them on board?
  • Or Is Change Attitude a derivative of Change Appetite?
I would like to reach out to my LinkedIn colleagues to learn your view on if there is room in our industry for the term “Change Attitude“?

Change an Org Culture vs understanding Org Culture?

Over the past few months there has been a variety of discussions, threads, blogs and articles on organizational culture. There is a strong theme in many of them that suggests that they need to change their respective culture? I question this because I am a strong believer in needing to understand the “As Is” before one sets off to the “To Be”…

A few random definitions of “Culture”
  • The collective values and beliefs of a group of people
  • The ideas, customs, and social behavior of a particular people or society
  • The behavior exhibited by people in the absence of authority (i.e. when no one is around how do people behave?)

If these definitions ring true then could it be a case that a given group of people are simply misunderstood and it isn’t culture at all its the person interpreting the culture? Could the behaviors being exhibited be symptom of a deficiency in the leadership, direction or simple communication from management?

A key attribute of a good leader is empathy…So why not start with understanding culture in an organization before setting out to change it? Who knows by actually engaging and seeking to learn more about different cultures and sub cultures within an organization may be the secret catalyst to other things like process (eg Communication) which in turn could aid surfacing the true or complete culture and not just part of it?

Lead with your weakness

Have you ever been in a workshop or meeting and there is that awkward moment because you realize that the manager doesn’t understand the topic at all. Does the manager choke? Do they try to demonstrate their limited knowledge with a few key words or ideas? Does the manager ask a question in such a way that provides them with enough idea to bluff their way forward?

This week I was assigned a temporary role in the organisation that was new to me. It is on a short term basis and while I have an idea of what goes on I am in no way an expert! I made the conscious decision to declare my lack of knowledge to the team up front but at the same time countered this with my enthusiasm and optimism to deliver the short term deliverable. (over the Christmas break as well)

I held extra workshops for people who were also in the team (some remote) as they too were relatively new to this temporary role. I am please to say that at the end of the first week everyone is on the same page, we have all shared our strengths and weaknesses and had a laugh along the way…

Goes to prove that honesty is the best policy. I have also learned that my weakness can also empower people.