July 13, 2010
Today’s post is an audio of a conversation I had with Peter de Jager. Peter and I have both been in the change business for a very long time. We’ve crossed paths on occasion, but only recently opened a dialogue, and I have really enjoyed it. Peter is a prolific speaker (he has presented keynote addresses on change management in 37 countries) and has written hundreds of articles for publications as diverse as the Washington Post and Scientific America.
In the first segment, Peter describes what he means by “a rational assimilation of the future.” He also expounds on his opinion that resistance to change is a myth, his provocative way of presenting information, and why he hates
August 25, 2010
I’ve just posted an audio of a recent conversation I had with Rick Maurer. Rick is the author of several books, including Beyond the Wall of Resistance, and I have been following his work for some time. In the interview, I ask Rick for his opinion about the high (70%) failure rate of change initiatives, and he talks about the three areas he thinks contribute to the dismal statistic. Rick also discusses resistance to change, which he classifies into three types, “I don’t get it,” I don’t like it,” and “I don’t like you.”
I really enjoyed the conversation, and I hope you’ll listen in.
October 19, 2010
I recently had a wonderful opportunity to talk to Linda Ackerman Anderson, co-founder of Being First, the change leadership and transformational change consulting and training firm based in Durango, Colorado. Linda is one of the pioneer thought leaders in change management and organization transformation.
Linda and her partner/husband, Dean Anderson, have written two books: Beyond Change Management: How to Achieve Breakthrough Results through Conscious Change Leadership and the companion piece, The Change Leader’s Roadmap: How to Navigate Your Organization’s Transformation.
In the interview, Linda gives her perspective on conscious change leadership (segment 1), shares five strategic change disciplines that build lasting and masterful change capability in our organizations (segment 2), and provides a thought-provoking alternative to the label “change management professional” (segment 3).
February 8, 2011
I really struggled with narrowing the topics for this conversation. Luc, a friend and colleague from Brussels, is involved in many aspects of change, not the least of which is a hefty amount of research and writing. Luc talks about what he terms Social Architecture, his unusual approach to helping leaders understand that they need to transform, his organizing structure, and more.
March 16, 2011
Let’s face it: We probably could all use more courage when dealing with the day-to-day challenges of being a change practitioner. In this post, I interview Sandra Walston, author of “Face It: 12 Obstacles That Hold You Back on the Job.” Don’t let the title fool you; this book has more to offer than guidance about career advancement. Sandra has done her research and addresses many of the obstacles that can keep us from being effective change agents”—uncertainty, intimidation, denial, apathy, self-doubt, and more. I think you will find the interview, and her book, enlightening.
April 26, 2011
You can be unfamiliar with the term “Edgewalker” but still BE one. Judi Neal is a good friend and author of the book, Edgewalkers. In this interview, Judi discusses why understanding the qualities of an Edgewalker is important to your role as a change practitioner. She also describes Flamekeepers, Doomsayers, Placeholders, and Hearthtenders. It’s a fascinating conversation I think you’ll enjoy!
July 26, 2011
I recently interviewed Dean Anderson, a thought-leader in the field of organization transformation. Dean’s unique understanding of mindset, culture, and process gives him a deep strategic perspective, but he also has a depth and strength of character that very few people in the industry offer. During our conversation, Dean talked about the correlation between success and leaders’ mindsets, whether change should be managed from the top down or bottom up, and the number one way to make resistance to change go away.