Perhaps the clearest and most useful ideas on change are contained in the Prichett and Pound booklet, The Employee Handbook of Organizational Change. First, they dispel the myths about change such as:
They also make some recommendations abut being a change agent:
1. Be positive 2. Take ownership of the changes 3. Pick your battles 4. Be tolerant of mistakes 5. Practice stress management 6. What is the size of the problem? 7. Is it very serious? 8. What is the source of the problem? Is it personal or organizational? 9. Is this a temporary or permanent problem, and will it reoccur? 10. What are the causes of the problem, not the symptoms? What are your best suggestions in managing organizational change? So you think you are a 'non-working accompanying spouse'? Gave up a job, a career for this move? 'The only time you actually grow is when you are out of your comfort zone.' These aren't my words, but I've been told this is true.
I went to my second Bikram Yoga class yesterday. 'Second' meaning my first one was 10 years ago. I guess the first time was so hot (literally) that I needed a decade to cool off. To say the least, I was hot, sweating and clearly out of my comfort zone. The people around me amazed me with how they moved with grace as I felt my thighs and knees shaking as I was trying to find my balance. I'll be back tomorrow for another stretch outside of my comfort zone. They say the second class is the 'fun class'. We'll see. And you? How are you stretching outside of your comfort zone today? Look at your tasks for the day or the week.
Giving and receiving feedback doesn’t need to be a stress filled experience. Receiving feedback from another person is beneficial, with the intent of enabling you to grow as an individual and to help you be successful.
Giving feedback is a way to let people know how effective they are in what they are trying to accomplish, or how their actions may have affected you. If we know how other people see us, we can overcome problems in how we communicate and interact with them. Giving Feedback 1. Convey your positive intent 2. Describe specifically what you have observed 3. State the impact of the behavior or action 4. Ask the other person to respond 5. Focus the discussion on solutions Receiving Feedback 1. Focus on the content, not on the person 2. Listen calmly and attentively 3. Clarify the feedback 4. Acknowledge the other person’s concerns 5. Avoid defending or over-explaining 'You don't create a culture. It happens.
Culture is the byproduct of consistent behavior. If you encourage people to share, then sharing will be built into your culture. Culture is action, not words.' - ReWork, 37signals |
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