Change Whisperer – Gail Severini, Symphini Change Management Inc.

Reflections, resolutions…and what’s next for 2014
December 20, 2013, 10:15 am
Filed under: - Personal Reflections | Tags:

In memory of Mandela

In memory of Nelson Mandela. “His legacy lives on in all of us. It is in our hands now.”

As we stand on the bridge between 2013 and 2014, I am grateful for the progress in our economies and optimistic about the advancements that look feasible in the near future.

I continue to believe that by leveraging our change management and strategy execution capabilities we make a meaningful contribution to continuing prosperity. continue reading here

Will “Change Management” become extinct? The evolution of Change Management. Post 3 of 3

“Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving that up.”—James Belasco and Ralph Stayer, Flight of the Buffalo (1994)

Holding on to the pastIn the last two posts, Jennifer Frahm and I considered the costs of the old “change the people or change the people” mindset, and then we looked at the environment of continuous chaos and thought leadership in developing nimble organizations.

This begs the question, “If we ever move in the direction of nimble organizations, will Change Management, as we know it today, become extinct? continue reading here

Change the organization or change the organization? The evolution of Change Management. Post 2 of 3
December 5, 2013, 7:04 am
Filed under: - People Change Management

“Don’t be afraid to take a big step if one is indicated. You can’t cross a chasm in two small jumps.”—David Lloyd George

Gumby change the organizationIn the last post, we looked at the costs of muscling change through with a “change the people or change the people” attitude. In this post, I have teamed again with Jennifer Frahm, and we look at the alternative.

What if our organizations became more adaptable? Would this mean more and better change management? Or would it be evolved into the competencies and culture, into the DNA, of the organization?
continue reading here