Change Management News

It’s hard to imagine an organization with a union that didn’t deserve to get it. Scratch the surface of the glossy smiling faces on the annual reports and you often find far different pictures of what is going on.

Once again Wal-Mart is crying foul about organizing at their company. (Union Intensifies Efforts to Organize Workers at Wal-Mart, The Wall Street Journal. 4/17/09)
This has been going at Wal-Mart for a very long time. Seems like Wal-Mart should have learned a lesson or two along the way, but doesn’t appear that they have. Their approach continues to be to fight the union. (more…)

The Change Management Open Source Project just held its first conference call to discuss the topic of How to Lead Change When You Don’t Know Where You’re Going. Seemed like an apt topic for this environment. I posted a Podcast of the hour long call. To listen you need to register for the open source project. Everything associated with the project is free, by the way. You can register at Change Management Open Source Project.

This week Time Magazine will run an article about voting patterns. In past elections, 28 percent voted for the wrong candidate. These people voted for candidates they disagreed with. So, why would people do that? OK, some voters may be stupid, but I’ll guess that many voted for the candidates they liked or feared less.  He or she seemed to be like them and so they assumed that candidate must support the same things they do.

Leaders of change take note.

I think there is a lot that we can learn from the halting progress on the bailout of the financial institutions in the US.

Speed

Leaders told the American people that the economy was essentially sound. Then, almost on a dime, they sent a new message – this situation could quickly dump us into severe recession or even a depression. People wondered, “Where did that come from?” It’s no wonder then that messages to Members of Congress from constituents were 100 to 1 against the bailout plan.

One of the Lessons: You’ve got to make a compelling case that a change is needed before offering a plan to get out of the mess. People need to feel the urgency or else you won’t get the support you need. (more…)

I was watching a news program that had three experts talking about the financial crisis in the US. One was in full support of the proposed plan. Another said that we have weathered big storms before with no intervention. And the third person talked about another way of addressing the problem. (more…)

My friend, Brian Higley wrote an interesting piece about the myth that there are those who wish and those who do. He stands this myth on its head.  Excellence University

I think his research has real implications for change management. I’m not sure what I’ll do with his premise, but I perhaps his post will get you thinking too.

Many of you know that my work on resistance and change management is built on the education I received at the Gestalt Institute of Cleveland. I began studying there in 1991 and have taught there since 1996. Getting to teach there is a labor of love for me and I truly believe I learn as much as the students.
 
I teach in the Becoming an Effective Organizational Intervener (BEI) program. This program is designed for people who need to influence others in order to get their work accomplished. We typically get consultants, leaders of organizations, and managers who are looking for a place to improve their skills in working with others. The five weeks (spread out over nine months) is intensive. Some lecture, but lots of practice and feedback in various sizes and types of groups. In fact, during one session participants consult to an organization in the Cleveland area. (more…)

One of my favorite columns is the Department of Human Behavior in The Washington Post. Yesterday’s column was no exception. I urge you to read it.