A well done presentation. The key takeaway is that one cannot manage change because change occurs beyond the boundary of management control. His metaphor brings to mind meteorology: There are groups of order based on power configurations. These are high & low pressure centers. The workforce are self-organized into clouds of meaning. To effect change, one needs to change the power configurations. The workforce adapts to those changes. How the clouds look, etc. This results in weather fronts of change. Now the stronger the change, the stronger the front...the more catastrophic the impact.
I felt the metaphor reflected that of an ORGANISM or POLITICAL SYSTEM based on Morgan’s Images of Organization. I think it’s vital to recognize those “clouds” and engage them
That picture 10:27 is the reality of all the organizations. There are various "powers" at play all the time and we as "change agents" should utilize majority of them to org's advantage. That means we have to be "political". Thank you for bringing clarity.
Real life going on in org off stage so OC is power relations off stage. On stage interventions don’t influence life in org. Connecting with off stage reality is important so main focus should be on off stage. Thus in CM process reflect on assumptions- lay off the glasses of on stage formal interventions n find the change that’s dynamic n going around everywhere n link with it as that’s the real work.
Interesting perspective, it should probably be both, influencing a change when necessery from the outside, and watching for change and going with it and improving things from inside towards better big picture
So I guess,: the most important thought about 'creating change' is to have social decisionmakers convinced of the usability of a certain change. These social decisionmakers contribute to the general acceptance of this opinion (of change) by talking about it in these local conversations in these clouds.
The question not being asked is why complicate something as simple as change? Ted talks is a platform for people who like hearing their voice. Making a complicated science from something so simple.
And THE management is: the people. Absolute key that they are changing (better: transforming) themselves first and then (only then!) create the right circumstances for the culture to flourish. Otherwise it’s the same mindset want to do new things. It will crash as well.
🎯 Key Takeaways for quick navigation: 00:22 🌟 Jack Welch is highly regarded as an influential and respected business leader, often considered a "rock star" in the business world. His leadership at GE set a benchmark for success. 01:33 📚 Jack Welch is passionate about education and leadership development. The Welch Way programs aim to teach people how to be great leaders, engage their teams, and make a positive impact on others' lives. 04:37 🤝 Welch emphasizes the importance of promoting and celebrating others' success. Generosity and helping others grow are key traits for effective leaders. 06:14 🗨️ Candor, transparency, and open communication are essential for creating a high-speed, healthy organization. Candor leads to better decision-making and faster results. 08:22 🏆 Winning is a key driver in business. It creates an atmosphere of excitement, job security, and personal control over one's destiny. Celebrating even small victories is crucial for morale and success. Made with HARPA AI
A well done presentation. The key takeaway is that one cannot manage change because change occurs beyond the boundary of management control. His metaphor brings to mind meteorology:
There are groups of order based on power configurations. These are high & low pressure centers. The workforce are self-organized into clouds of meaning. To effect change, one needs to change the power configurations. The workforce adapts to those changes. How the clouds look, etc. This results in weather fronts of change.
Now the stronger the change, the stronger the front...the more catastrophic the impact.
I felt the metaphor reflected that of an ORGANISM or POLITICAL SYSTEM based on Morgan’s Images of Organization. I think it’s vital to recognize those “clouds” and engage them
That picture 10:27 is the reality of all the organizations. There are various "powers" at play all the time and we as "change agents" should utilize majority of them to org's advantage. That means we have to be "political". Thank you for bringing clarity.
This is my first time that I listened to the most exciting session on org change!
This is ‘big think’ with a capital B! Refreshing.
Real life going on in org off stage so OC is power relations off stage. On stage interventions don’t influence life in org. Connecting with off stage reality is important so main focus should be on off stage. Thus in CM process reflect on assumptions- lay off the glasses of on stage formal interventions n find the change that’s dynamic n going around everywhere n link with it as that’s the real work.
What a great talk on change management! An absolute fresh perspective
Finally there is something that make sense!
18:45 Man, I didn't know change management branched off from quantum mechanics!
Interesting perspective, it should probably be both, influencing a change when necessery from the outside, and watching for change and going with it and improving things from inside towards better big picture
So I guess,: the most important thought about 'creating change' is to have social decisionmakers convinced of the usability of a certain change. These social decisionmakers contribute to the general acceptance of this opinion (of change) by talking about it in these local conversations in these clouds.
Though tough to catch everything said, it is really wonderful talk. As a person working in changing organization,
I learned a lot.
The question not being asked is why complicate something as simple as change? Ted talks is a platform for people who like hearing their voice. Making a complicated science from something so simple.
I'd love to read more of how do simplify change. I agree with you and I’d like to know more about how change can be made simple. Thanks.
change is dealing with humans and we’re complex being so change is complicated
Fantastic and refreshing!
can someone please explain or give me a link about what he trying to say because i'm having trouble understanding what he is saying
A very insightful presentation.
Excellent talk! Thank you.
Does anyone know where to find his research?
Did you find it?
nope
I've found this: "Strategy implementation: What is the failure rate?" Carlos J.F. Candido and Sergio P. Santos
Wery frank and practical perspective! Love it :D
awesome presentation and unique perspective
easiest change management is to change THE management?
And THE management is: the people. Absolute key that they are changing (better: transforming) themselves first and then (only then!) create the right circumstances for the culture to flourish.
Otherwise it’s the same mindset want to do new things. It will crash as well.
Very impressive & guiding lecture/presentation
🎯 Key Takeaways for quick navigation:
00:22 🌟 Jack Welch is highly regarded as an influential and respected business leader, often considered a "rock star" in the business world. His leadership at GE set a benchmark for success.
01:33 📚 Jack Welch is passionate about education and leadership development. The Welch Way programs aim to teach people how to be great leaders, engage their teams, and make a positive impact on others' lives.
04:37 🤝 Welch emphasizes the importance of promoting and celebrating others' success. Generosity and helping others grow are key traits for effective leaders.
06:14 🗨️ Candor, transparency, and open communication are essential for creating a high-speed, healthy organization. Candor leads to better decision-making and faster results.
08:22 🏆 Winning is a key driver in business. It creates an atmosphere of excitement, job security, and personal control over one's destiny. Celebrating even small victories is crucial for morale and success.
Made with HARPA AI
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