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Casual Articles - Building Critical Mass in a Change Management Programme
Running a home based cleaning business with your spouse can be a good way to combine business and family activities under one roof. But are you and your spouse the right match to work together as well as live together? Before you invest time and money into starting up a cleaning business with your spouse there are several key questions you should ask.1. Will your financial situation allow both of you to quit your present jobs and go into business together? It may be necessary for one person to continue working on either a part-time or full-time basis until the business is profitable enough to provide the in
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Rec
Staffing vendors who refer candidates on the strength of a resume and a phone interview—foregoing thorough background checks–are asking for trouble.Case in point from the CEO of Palmiter Recruiting of Plymouth, Minnesota: 15 years ago, before she founded her staffing company, Elizabeth Palmiter was on assignment as a contractor herself when the nightmare of nightmares occurred at a client's worksite.During a routine reference check, a contractor marched into his supervisor’s office and killed him with an automatic rifle.
The scary thing is that because it was an automatic rifle, he could have killed o
What does it mean to be emotionally tied?
The old metaphor of the chicken and the pig demonstrating the difference between commitment (emotional attachment) and involvement suffices to explain.
The metaphor goes, "What's the difference between commitment and involvement?"
"Ask whether the contribution of a pig and a chicken to a breakfast of bacon and eggs is commitment or involvement." The answer is, "The chicken is involved, the pig is committed."
When a critical mass of people shows the commitment of the pig, a change management programme will be embedded into day-to-day life.
When too many people are, at best, demonstrating the involvement of the chicken, a change management programme is doomed to stop as soon as the driving force behind it is removed.
What ties people emotionally to a change programme? "What's In It For Me?" (WIIFM), is the answer. Whilst a few people may be altruistic about change, the major motivator is WIIFM.
Whilst the elements of a change programme that provides sufficient incentive for people to become committed rather than just involved is different from person to person, the elements tend to be the same, programme to programme.
Career advancement/remuneration:
Career advancement is a strong incentive to most people. It appears as the first or second item in the list of work motivators in most studies. When it is second, the prime element is usually money. Career advancement, usually a driver of future income, is therefore either the first element, or a strong driver of the first element, in most surveys.
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Reco
If you read books on investment or business, you’ll know that all the experts tell you to develop an “exit strategy” for your investments or your business, even while writing the business plan. Without using a bunch of financial jargon, basically it’s setting up a plan to make sure you get the MOST out of your assets when you sell or close the business or investments.So how does this relate to you? Developing an exit strategy should be an essential part of EVERYONE’S career plan. Why? YOU ARE YOUR MOST IMPORTANT ASSET! Think of yourself as Me, Inc. You are your own CEO. You want to be in control of you
The metaphor goes, "What's the difference between commitment and involvement?"
"Ask whether the contribution of a pig and a chicken to a breakfast of bacon and eggs is commitment or involvement." The answer is, "The chicken is involved, the pig is committed."
When a critical mass of people shows the commitment of the pig, a change management programme will be embedded into day-to-day life.
When too many people are, at best, demonstrating the involvement of the chicken, a change management programme is doomed to stop as soon as the driving force behind it is removed.
What ties people emotionally to a change programme? "What's In It For Me?" (WIIFM), is the answer. Whilst a few people may be altruistic about change, the major motivator is WIIFM.
Whilst the elements of a change programme that provides sufficient incentive for people to become committed rather than just involved is different from person to person, the elements tend to be the same, programme to programme.
Career advancement/remuneration:
Career advancement is a strong incentive to most people. It appears as the first or second item in the list of work motivators in most studies. When it is second, the prime element is usually money. Career advancement, usually a driver of future income, is therefore either the first element, or a strong driver of the first element, in most surveys.
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Rec
A cartoonist is an artist, who specializes in cartooning. The job of a cartoonist is to create comic characters, objects to put into books, manga, anime, editorial cartoons. They are a part of comic strip creation for animation movie. A cartoonist has a born quality for sketching, caricaturing or making replica images. They love to draw roughly in pencil first. They can put their thought on a paper at any point of time. Afterwards they go over the sketches in black ink and colors. Cartoonists work for print media, electronics and web media also.Cartoonists Career and ExplorationCartooni
When too many people are, at best, demonstrating the involvement of the chicken, a change management programme is doomed to stop as soon as the driving force behind it is removed.
What ties people emotionally to a change programme? "What's In It For Me?" (WIIFM), is the answer. Whilst a few people may be altruistic about change, the major motivator is WIIFM.
Whilst the elements of a change programme that provides sufficient incentive for people to become committed rather than just involved is different from person to person, the elements tend to be the same, programme to programme.
Career advancement/remuneration:
Career advancement is a strong incentive to most people. It appears as the first or second item in the list of work motivators in most studies. When it is second, the prime element is usually money. Career advancement, usually a driver of future income, is therefore either the first element, or a strong driver of the first element, in most surveys.
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Rec
Media Planning for SmartiesYou say you're ready to advertise. How are you going to choose whether to place your ad in the local newspaper or a national magazine? Why not do a radio spot or place a banner ad on a related company's website? Understanding the benefits and pitfalls of these different forms of media will help you get the most out of your advertising budget.Do you believe that simply placing an ad in the newspaper or a commercial on the radio will drive customers to purchase your product or service? Or does your business have a well-developed marketing strategy with an advertising plan
Career advancement/remuneration:
Career advancement is a strong incentive to most people. It appears as the first or second item in the list of work motivators in most studies. When it is second, the prime element is usually money. Career advancement, usually a driver of future income, is therefore either the first element, or a strong driver of the first element, in most surveys.
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Rec
If you are immersed in the world of internet marketing, you have probably heard many times the advice: don’t re-invent the wheel, follow someone successful. But simply copying a business idea is sloppy and might not get you the results you are dreaming about, just because it has been done already in that way. So how can you add a zesty twist to your business idea?Many people use the excellent technique of brainstorming. You simply write down, without editing, all the business ideas you can think of. Remember, you shouldn’t judge any idea at this point.The best place to start, of course, is to think of b
Personal pride in a job well done:
Career advancement comes from demonstrated personal development. That is, development of the behaviour, skills and knowledge to execute one's tasks well. Being able to do a job well consistently leads to pride in a job well done, another strong motivator.
Recognition:
Thanks for that job well done from colleagues, customers and supervisors cements the perception, creating a sense of pride.
If the sense of pride and the competence to execute a job well is prevalent, people will be recognised and their career opportunities will unfold in front of them.
Standards of performance:
Providing new standards of performance that are known by all is a first step in creating clarity about what changes are required. Standards of performance additionally make it clearer what behaviour, skills and knowledge are required to execute a job well.
Low tolerance for non-performance:
It is insufficient, however, to develop and communicate standards of performance. An important step is the establishment of obvious low tolerance by supervisors and managers for below standard performance. Another important step is to train people to improve their behaviour, skills and knowledge.
Coaching, training and counselling people when their performance or behaviour does not meet clearly communicated standards, is a must in executing a change management plan. It drives the realisation that this is serious. Further, it becomes clear what behaviour, skills and knowledge are required to do a good job.
Low tolerance for non-performance is a key element to build critical mass.
Building trust:
However, even when the WIIFM's are established and the processes for people to gain an advantage out of the change programme are clear, the change programme may still fall over if trust has not been developed between the proponents of the change programme and those being affected.
Trust can be built several ways. However, the simplest way is to always say what you will do and do what you say. An ability to build rappo
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