This is my first time that I listened to the most exciting session on org change!

A well done presentation. The key takeaway is that one cannot manage change because change occurs beyond the boundary of management control. His metaphor brings to mind meteorology: There are groups of order based on power configurations. These are high & low pressure centers. The workforce are self-organized into clouds of meaning. To effect change, one needs to change the power configurations. The workforce adapts to those changes. How the clouds look, etc. This results in weather fronts of change. Now the stronger the change, the stronger the front...the more catastrophic the impact.

@albertakhidenor

2 жыл бұрын

I felt the metaphor reflected that of an ORGANISM or POLITICAL SYSTEM based on Morgan’s Images of Organization. I think it’s vital to recognize those “clouds” and engage them

That picture 10:27 is the reality of all the organizations. There are various "powers" at play all the time and we as "change agents" should utilize majority of them to org's advantage. That means we have to be "political". Thank you for bringing clarity.

This is ‘big think’ with a capital B! Refreshing.

A very insightful presentation.

Excellent talk! Thank you.

What a great talk on change management! An absolute fresh perspective

awesome presentation and unique perspective

Finally there is something that make sense!

Wery frank and practical perspective! Love it :D

Interesting perspective, it should probably be both, influencing a change when necessery from the outside, and watching for change and going with it and improving things from inside towards better big picture

@Meemzeh

2 жыл бұрын

So I guess,: the most important thought about 'creating change' is to have social decisionmakers convinced of the usability of a certain change. These social decisionmakers contribute to the general acceptance of this opinion (of change) by talking about it in these local conversations in these clouds.

Though tough to catch everything said, it is really wonderful talk. As a person working in changing organization, I learned a lot.

Very impressive & guiding lecture/presentation

Real life going on in org off stage so OC is power relations off stage. On stage interventions don’t influence life in org. Connecting with off stage reality is important so main focus should be on off stage. Thus in CM process reflect on assumptions- lay off the glasses of on stage formal interventions n find the change that’s dynamic n going around everywhere n link with it as that’s the real work.

18:45 Man, I didn't know change management branched off from quantum mechanics!

can someone please explain or give me a link about what he trying to say because i'm having trouble understanding what he is saying

Does anyone know where to find his research?

@andreaglazzari

3 жыл бұрын

Did you find it?

@djohnsonstudios

3 жыл бұрын

nope

@andreaglazzari

3 жыл бұрын

I've found this: "Strategy implementation: What is the failure rate?" Carlos J.F. Candido and Sergio P. Santos

easiest change management is to change THE management?

@schipperstef

Жыл бұрын

And THE management is: the people. Absolute key that they are changing (better: transforming) themselves first and then (only then!) create the right circumstances for the culture to flourish. Otherwise it’s the same mindset want to do new things. It will crash as well.

The question not being asked is why complicate something as simple as change? Ted talks is a platform for people who like hearing their voice. Making a complicated science from something so simple.

@joesabado1027

2 жыл бұрын

I'd love to read more of how do simplify change. I agree with you and I’d like to know more about how change can be made simple. Thanks.

@albertakhidenor

2 жыл бұрын

change is dealing with humans and we’re complex being so change is complicated

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