Old video, also from the style of course, but still on point! 💪🏻 Short & clear, perfect first introduction into the theory. And I really like your hand movements, which emphasized what you said, I will also do that more often 😄👍🏻
Our sense of urgency is cultural. It varies with different forms of reasoning. For many change cannot come soon enough, or else everybody is in trouble. To others change is mistrusted because of the avoidable risks it creates, To still others 'If it ain't broke, don't fix it!' and again to others 'What works for me is what matters... we can let competition sort out which among us is right!' Each of these forms of reasoning is rational. The interesting thing is that they conflict in creative ways, the outcome of which is hard to estimate in advance.
I get the impression that for Kotter change starts at the top among managers and leaders, that power is involved in order among other things to overcome obstacles. I have been through change management projects done like this and I think most of them failed. Is this because the 'obstacles' were too great or that Kotter's model is faulty? Appreciative Inquiry is an interesting alternative. But there are also many other ways of enabling change which come from Applied Drama. On the whole I prefer these as they are more fun, typically more effective and faster.
Thank you for your comments Stephen. Do you have any links you can recommend for reading more about "Appreciative inquiry" and "Applied Drama" in relation to change management?
@@SusanneMadsen Try these links ruclips.net/video/ZwGNZ63hj5k/видео.html&feature=emb_logo ruclips.net/video/UfUm-6K1DRA/видео.html Just in case the links don't open, the first one is called An Introduction to Appreciative Inquiry and the second is called A Skeptic's Introduction to Appreciative Inquiry (both RUclips). For eliciting fresh understandings and ways through impasse I recommend 'Forum Theatre' and 'Object Theatre' which flow from Augusto Boal's fabulous book 'Games for Actors and Non Actors'. Applied Drama has been used for resolving a wide range of impasse from disputes between loggers, coffee growers and indigenous peoples in the Amazon, through to Board Room disagreements. Finally my top recommendation for solution finding is Grid-Group Cultural Theory as developed by Michael Thompson and co workers. I think one title is 'Clumsy Solutions for a Wicked World' or perhaps 'Clumsy Solutions for a Complex World'. Grid-Group Cultural Theory is a breakthrough because it is simple and yet comprehensive. It explains better than any other social theory of which I am aware why we feel, think and act differently through equally rational but conflicting Thought Styles. I teach all of these to MBA students because I find they are very practical. (I have no interest in theory for its own sake.) Students love GGCT especially but they can all be taken into workplaces and used to create rapid change in a non-coercive way. GGCT is especially good at deriving solutions which are unthinkable by any one particular Thought Style. I think you will recognise yourself somewhere in GGCT! Let me know what you think! One of the problems with orthodox change management models is that they were not devised by sociologists (or anthropologists), so they don't progress very far from attractive heuristics (like 3,5,7 or 8-step models) and normative statements about what one OUGHT to do at each stage. They tend to lack detail as to HOW the steps are to be undertaken. AI, Forum Theatre, Object Theatre and GGCT are each clear about HOW. Oh yes there is quite a good vid called Michael Thompson & Mathew Taylor in Conversation ruclips.net/video/Rmz_t_V9sJg/видео.html Finally for an amazing company that does everything differently (by devolving all decisions to its workforce, take a look at Ricardo Semler and Semco. It is the place where most people would love to work and it is an amazing commercial success too. (You may know of it already of course!) On the whole I can't see the existing 'corporate management' way of doing things surviving. Unfortunately it is ruining UK universities by applying the Hierarchical Thought Style to the exclusion of Egalitarian, Individualist and Fatalist reasonings. I don't think Kotter will save it! I hope the links work for you. If you want illustrations of the four Thought Styles just ask and I will post more links. Your presentation style is very good!
Change is a constant. Organizations are changing constantly to adjust to the new normal. Watch Lisa Sterling, HCS, the co-founder of Virtual Women’s network speak exclusively to peopleHum on how change begins when you step out of your comfort zone! ruclips.net/video/N7NnN3so3Xg/видео.html
Old video, also from the style of course, but still on point! 💪🏻 Short & clear, perfect first introduction into the theory.
And I really like your hand movements, which emphasized what you said, I will also do that more often 😄👍🏻
Thank you for commenting and watching. Yes, the video is no longer new, but still popular it seems 🙂
Thanks for your clear simple explanation. Excellent method of training.
Wow explanation 😍😍😍Thankyou very much maam ❤❤❤
Excellant video Professor Susanne, clear and very understandable.I admire your simplicity in explaining really helped a lot.
this was perfectly clear and above all simple for consumption.
Fantastic summation! Thank you.
Thank you, a clear and precise presentation which has helped me greatly with my studies.
perfect clear voice, good setting,
Susanne excellent job pitching the points. concise and understandable. keep it up.
Brilliant show case.Learnt more in 4 minutes than the book
Thanks, Susanne, I especially appreciate your summation skills in the explanation!
Clear and concise, easy to watch and no rambling! Recommended
Thank you so much. This is very clear and concise.
It's such an amazing explanation. I'm happy.
Really clear and concise content. Easy to visualise. Many thanks
the most useful and instructive video , so much thanks
Excellent, very clear and well presented, thanks.
Wow, fantastic explanation 👏
Great summary, very succinct and clear - thank you!
Thank you Prof Susanne, clear and concise!
Thank you so much Dear Professor Susanne for your simple way in teaching.
so nicely put together...thank you !!
Amazing explanation.. Thanks
Clear and to the point. Thank you 😊
perfectly put together! thank you!
Our sense of urgency is cultural. It varies with different forms of reasoning. For many change cannot come soon enough, or else everybody is in trouble. To others change is mistrusted because of the avoidable risks it creates, To still others 'If it ain't broke, don't fix it!' and again to others 'What works for me is what matters... we can let competition sort out which among us is right!' Each of these forms of reasoning is rational. The interesting thing is that they conflict in creative ways, the outcome of which is hard to estimate in advance.
Thanks - well paced and very clear
Excellent summary, thank you!
Excellent video training ! Thank you very much, Susanne.
Simple and clear. Thank you very much.
ThankYou really precise and beneficial
Excellent model of change management
Clear and concise 👌🏾
tthankyou...its informative and i get it perfectly.....
I had to subscribe. You explained change management without the jargon and abstract words
Thank you. A well structured presentation.
Well done!
good lesson i learn this 8 model of change in MA level public management cource department of development policy
thanks a lot, all clear
This was excellent Thank You!
Thank u mam for such a nice information
Very nice, thank you
Very helpful
i did understand u more than books i owned , thanks
Just what I was looking for! Helped a lot, thank you!
it,s good
perfect explanation.. Thanks
nice video..
I get the impression that for Kotter change starts at the top among managers and leaders, that power is involved in order among other things to overcome obstacles. I have been through change management projects done like this and I think most of them failed. Is this because the 'obstacles' were too great or that Kotter's model is faulty? Appreciative Inquiry is an interesting alternative. But there are also many other ways of enabling change which come from Applied Drama. On the whole I prefer these as they are more fun, typically more effective and faster.
Thank you for your comments Stephen. Do you have any links you can recommend for reading more about "Appreciative inquiry" and "Applied Drama" in relation to change management?
@@SusanneMadsen Yes. I will try and post some tomorrow for you. Happy to help
@@SusanneMadsen Try these links ruclips.net/video/ZwGNZ63hj5k/видео.html&feature=emb_logo
ruclips.net/video/UfUm-6K1DRA/видео.html
Just in case the links don't open, the first one is called An Introduction to Appreciative Inquiry and the second is called A Skeptic's Introduction to Appreciative Inquiry (both RUclips). For eliciting fresh understandings and ways through impasse I recommend 'Forum Theatre' and 'Object Theatre' which flow from Augusto Boal's fabulous book 'Games for Actors and Non Actors'. Applied Drama has been used for resolving a wide range of impasse from disputes between loggers, coffee growers and indigenous peoples in the Amazon, through to Board Room disagreements. Finally my top recommendation for solution finding is Grid-Group Cultural Theory as developed by Michael Thompson and co workers. I think one title is 'Clumsy Solutions for a Wicked World' or perhaps 'Clumsy Solutions for a Complex World'. Grid-Group Cultural Theory is a breakthrough because it is simple and yet comprehensive. It explains better than any other social theory of which I am aware why we feel, think and act differently through equally rational but conflicting Thought Styles. I teach all of these to MBA students because I find they are very practical. (I have no interest in theory for its own sake.) Students love GGCT especially but they can all be taken into workplaces and used to create rapid change in a non-coercive way. GGCT is especially good at deriving solutions which are unthinkable by any one particular Thought Style. I think you will recognise yourself somewhere in GGCT! Let me know what you think!
One of the problems with orthodox change management models is that they were not devised by sociologists (or anthropologists), so they don't progress very far from attractive heuristics (like 3,5,7 or 8-step models) and normative statements about what one OUGHT to do at each stage. They tend to lack detail as to HOW the steps are to be undertaken. AI, Forum Theatre, Object Theatre and GGCT are each clear about HOW. Oh yes there is quite a good vid called Michael Thompson & Mathew Taylor in Conversation ruclips.net/video/Rmz_t_V9sJg/видео.html
Finally for an amazing company that does everything differently (by devolving all decisions to its workforce, take a look at Ricardo Semler and Semco. It is the place where most people would love to work and it is an amazing commercial success too. (You may know of it already of course!)
On the whole I can't see the existing 'corporate management' way of doing things surviving. Unfortunately it is ruining UK universities by applying the Hierarchical Thought Style to the exclusion of Egalitarian, Individualist and Fatalist reasonings.
I don't think Kotter will save it!
I hope the links work for you. If you want illustrations of the four Thought Styles just ask and I will post more links.
Your presentation style is very good!
I love change management. Pray l make the grade
Very good video! clear and on point!
Thank you
Thank you...really helpful
thank yu mam..fr ur easy teaching😊
good information
Very informative.Thank you.
THANK YU VERY MUCH
sooooooooooooooooooooooooooooooooooooooooooooo understandable
Easy way to understanding thankyou
superb video very helpful
thanks that was great
Very understandable.
great explanation
Super
you made it simple
Brill, v useful thankyou
thanks!
❤❤❤🙏🇱🇰
Change management and organizational development are synonymous? Is Kotter's 8 step model an OD solution?
Hello Gabor - Kotter's model can be used in any change situaiton, including how to implement change in an organisation.
I like white boards management process.
More elaboration
Den var god den her..
Change is a constant. Organizations are changing constantly to adjust to the new normal. Watch Lisa Sterling, HCS, the co-founder of Virtual Women’s network speak exclusively to peopleHum on how change begins when you step out of your comfort zone! ruclips.net/video/N7NnN3so3Xg/видео.html
Is it just me, or does she not have a Gordon Ramsey finish ?
Very good video! clear and on point!
thank you
Thank you