A simple Change Management information which can/should be implied to everyone’s corporate life and career...
From India, Bangalore
19From India, Bangalore
Hi Mahesh,
A good story! But unfortunately, that is exactly what it is -- just a story, a figment of someone's fertile imagination. Please see Rebirth Of The Eagle Hoax for more on this hoax story.
Having been a student of change management for over a dozen years, I recognize the value of good stories. However, I do wish to alert whoever plans to use this that all your good work at change management may come to naught if someone in the audience were to point out that this story is in fact, fiction. Credibility, when you are driving organizational change, is of utmost importance - fiction, unfortunately, does not build credibility.
Best regards.
Murli
From India, Madras
A good story! But unfortunately, that is exactly what it is -- just a story, a figment of someone's fertile imagination. Please see Rebirth Of The Eagle Hoax for more on this hoax story.
Having been a student of change management for over a dozen years, I recognize the value of good stories. However, I do wish to alert whoever plans to use this that all your good work at change management may come to naught if someone in the audience were to point out that this story is in fact, fiction. Credibility, when you are driving organizational change, is of utmost importance - fiction, unfortunately, does not build credibility.
Best regards.
Murli
From India, Madras
Good story. Change is a very painful process, but at times, necessary to have a better life. I don't really know the facts behind an Eagle’s life, but the story itself is quite inspirational in content.
On the lighter side, could someone tell the eagle to change the order of the things it does to be reborn? If the eagle plucks the feathers (with the talons and/or the beak), then pluck talons with the beak, and then knock the beak off, the process would be faster – by the time the beak grows back, so would the feathers and talons too… ;-) just thinking with my time management hat on!!!! ;-)
Thanks for the post
--SG
From United States, Woodinville
On the lighter side, could someone tell the eagle to change the order of the things it does to be reborn? If the eagle plucks the feathers (with the talons and/or the beak), then pluck talons with the beak, and then knock the beak off, the process would be faster – by the time the beak grows back, so would the feathers and talons too… ;-) just thinking with my time management hat on!!!! ;-)
Thanks for the post
--SG
From United States, Woodinville
Excellent post. Thanks For Change management, I would recommend every one to read the new book "Who Killed Change" written by Ken Blanchard. Here is the book review:
Book: Who killed change?
Author- Ken Blanchard et al. Publishers: Harper Collins 2009
Book Review
It is a well known adage: ‘Change is the Only Constant’.
Yet, when change initiatives are launched, people put up a lot of resistance. There are people who would still like to be in comfort zone of tradition, conformity of the old systems and sometimes even superstition. People who try to bring about change initiatives have also been branded as ignorant and stupid fools by the traditionalists and conformists! They would still try to achieve success through obsolete ideas which have no relevance to today’s scenario. On would believe that only the senior and experienced people are the ones who resist change; this is a wrong impression. At times Gen-Next are the ones who are very comfortable with orthodox beliefs and resist change.
They are the ones who try to kill change.
Ken Blanchard of ‘One Minute Manager’ fame has recently released his new book: ‘Who Killed Change”, published by Harper Collins Publishers Ltd, 2009. This book is also catalogued in the British Council Library.
The book is written in a delightful way – again a change initiative by Ken Blanchard! One may even call it a parable business book.
The central character is a cigar-smoking, detective Agent Mike McNally who is investigating a serial murder of people having the same second name – Change. These murders take place at the ACME Company. Like a true detective story the business story opens on a dark and stormy night
Agent Mike McNally, interviews 13 prime suspects, with the aid of his associate Anna. The suspects include Carolina Culture, Chase Commitment, Spence Sponsorship, Perry Plan, Bailey Budget, Victoria Vision, Ernest Urgency, and Clair Communication among others.
Through this series of interviews, McNally discovers a core truth: Many different people at all levels of the organization are often responsible for killing change efforts. Agent McNally discovers that Change was poisoned — but you'll have to read the book to uncover the details.
The parable concludes with the following truth: "Change can be successful only when the usual characters in an organization combine their unique talents and consistently involve others in initiating, implementing and sustaining change."
Vivek Hattangadi
21st September 2009
Ahmedabad
From India, Ahmadabad
Book: Who killed change?
Author- Ken Blanchard et al. Publishers: Harper Collins 2009
Book Review
It is a well known adage: ‘Change is the Only Constant’.
Yet, when change initiatives are launched, people put up a lot of resistance. There are people who would still like to be in comfort zone of tradition, conformity of the old systems and sometimes even superstition. People who try to bring about change initiatives have also been branded as ignorant and stupid fools by the traditionalists and conformists! They would still try to achieve success through obsolete ideas which have no relevance to today’s scenario. On would believe that only the senior and experienced people are the ones who resist change; this is a wrong impression. At times Gen-Next are the ones who are very comfortable with orthodox beliefs and resist change.
They are the ones who try to kill change.
Ken Blanchard of ‘One Minute Manager’ fame has recently released his new book: ‘Who Killed Change”, published by Harper Collins Publishers Ltd, 2009. This book is also catalogued in the British Council Library.
The book is written in a delightful way – again a change initiative by Ken Blanchard! One may even call it a parable business book.
The central character is a cigar-smoking, detective Agent Mike McNally who is investigating a serial murder of people having the same second name – Change. These murders take place at the ACME Company. Like a true detective story the business story opens on a dark and stormy night
Agent Mike McNally, interviews 13 prime suspects, with the aid of his associate Anna. The suspects include Carolina Culture, Chase Commitment, Spence Sponsorship, Perry Plan, Bailey Budget, Victoria Vision, Ernest Urgency, and Clair Communication among others.
Through this series of interviews, McNally discovers a core truth: Many different people at all levels of the organization are often responsible for killing change efforts. Agent McNally discovers that Change was poisoned — but you'll have to read the book to uncover the details.
The parable concludes with the following truth: "Change can be successful only when the usual characters in an organization combine their unique talents and consistently involve others in initiating, implementing and sustaining change."
Vivek Hattangadi
21st September 2009
Ahmedabad
From India, Ahmadabad
The Paradigm of an eaglez life is rili is inspiring...itz d fierce and strong creature ... And SG perspective n out of box thinking is commendable.. Regards, Pournima
From United Kingdom, Brentford
From United Kingdom, Brentford
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Change Management.ppt