Daryl Conner

August 6, 2013

Reflections on Character and Presence (free download)

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A few months ago, I shifted the main focus of my writing on this blog from “what we do” to how we come forward as human beings when practicing our craft—who we are.

I marked this change in emphasis with the release of two core series—Character and Presence and Cultivating Your Character—that I consider the center of gravity for the who we are perspective. I then asked several practitioners whom I respect to write guest posts about how they relate to these two series.

I have compiled the two series, the reflections of two master change practitioners, and my answers to questions on character and presence into a document that I am now making available as a free download.

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January 3, 2013

How Does Our Presence Reflect Our Character?

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I’ve been talking recently about character and presence—the who we are that combines with what we do to make us complete change practitioners. In this post, I describe three ways presence reflects character.

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June 12, 2012

Guest Interview—Peter Meyer

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Peter Meyer is a writer and lecturer, but to me, Peter is primarily a thinker. He has the ability to ask penetrating, thought-provoking questions that draw out thinking. He also shares thoughts and perceptions that I always find compelling.

I recently spoke with Peter to get his thoughts about the idea of using attraction, instead of fear, to get the results we need with targets of change. In the interview, he outlines his seven-step process for using an attraction-based approach to executing a change initiative.

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April 17, 2012

People Love Change—As Long As They Can Predict and Control It

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In my last post, I addressed the inevitability of resistance in transformational change. In this entry, I want to set a context for resistance as I see it. In particular, I’ll be emphasizing the importance that predictability and a sense of control have on the resistance experience.

Within that context, I’ll talk about many misconceptions about resistance, why they are wrong, and offer a more effective practitioner view.

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April 10, 2012

Resistance—What a Pain! (Or is it?)

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If there was ever an aspect to organizational change that permeates our profession, it’s the need to address resistance. Reluctance, concerns, struggle, and opposition are all natural and healthy parts of the human transformative process. As such, surfacing, exploring, and addressing the views that run contrary to intended outcomes is as important to our role as is promoting understanding, commitment, and alignment toward realization goals.

As critical as it is to our work, some practitioners take the position that resistance is an unnecessary outcome that results from poor implementation planning or execution. I hold the opposite view—I see it as an intrinsic component to reaching full realization. Differences of opinion about issues as fundamental as resistance are worthy of open dialogue within our practitioner community. We will become a stronger discipline by sharing views on important facets of our profession, particularly when they represent divergent opinions.

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March 13, 2012

Assessing Leaders for Change Roles

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From time to time, both internal and external change practitioners are asked to help select key leaders who will have critical roles as an organization embarks on a vital transition. Unfortunately, many practitioners don’t give enough thought to what might be included in a change leader’s selection criteria. They toss something together quickly or access a generic list someone else has published that doesn’t take into account the particulars of the organization, the demands of the changes at hand, and the personalities involved. Leader appointment is an important aspect of change success and, as professional change facilitators, we are obligated to be as prepared as possible when asked to participate in the selection process.

In this series, I will share an extensive list of criteria I consider when asked to provide parameters for change-related leader selection.

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February 21, 2012

Helping Clients Through the Deep Emotions of Change

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Serving as a professional change facilitator is challenging under any circumstances but this is especially true when attending to people in the midst of deeply emotional, or cathartic, breakthroughs. The intense struggle associated with trying to hold on to the status quo, the anxiety of letting go, and then the difficulties of opening up to new possibilities generates extremely profound emotions that we must be prepared to recognize and respond to properly.

In this post, I include an extensive list of ways we can help others in their emotional journeys.

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