Good job, thank you very much. I enjoyed the video.
@joriley6502 Жыл бұрын
some of the BIG WIGS better start reading the GOOD BOOK
@hansbleuer33462 жыл бұрын
Kurze konsistente kompetente spannende Darstellung. Ohne dieses belehrende McKinsey-Gehabe.
@hansbleuer33462 жыл бұрын
Aussagen, die leider - trivial sind - ohne theoretische Unterlegung sind - mit Pseudobeispielen unterfüttert werden, aber gut - strukturiert erklärt sind - charmant vorgetragen werden. So beginnen in grossen Unternehmen diese Change- Programme. Honorar: Millionen USD Resultat: Ratlose Über- lebende Hier konkrete Tipps vom Papst: kzread.info/dash/bejne/Y4J_1styfdyncdo.html
@LD-wf2yt2 жыл бұрын
The focus should not be on changing people but on enabling people to change. 1. Context (change management, external forces and factors, understand) 2. Relevance (Community, purpose, outside/system measures, supply/value chains dynamics, innovation) 3. Thinking (Acumen, astuteness, risk, complexity, Open book management, amoeba principle) 4. Flow (Structural layers, connections, transparency, clarity, focus) 5. Constraints (improve systems to benefit people, reduce variation, improve capacity, balance)
@udaynataraaj23902 жыл бұрын
Superb
@dr.daverobbo24072 жыл бұрын
I wrote a song related to Change Management, called 'Burning Platform': kzread.info/dash/bejne/fouJtpKKhtmdhM4.html Enjoy
@shivanims71592 жыл бұрын
Thank you so much
@dr.daverobbo24073 жыл бұрын
kzread.info/dash/bejne/dmZ7pK2nhpnSg6Q.html change is constant - as this song says: 'it ain't no longer so'
@krunalpunjani30383 жыл бұрын
Excellently explained !!
@jamesbrady2473 жыл бұрын
2:30: So we told the CEO (in his campaign to become number 1) to lie to employees and mask real motive and covey it as "we are transforming medicine" in order to get employees to support change.. Great!
@sandeepchoudhari79253 жыл бұрын
This is brilliantly created, thank you for sharing. Crisp and perfect length - byte sized, to the point and leaves one wanting more ... waiting for the sequel 😊. Cheers!
@nathaliadu90063 жыл бұрын
Amazing.
@bornforbanning3 жыл бұрын
An entire video based on false statistics? There is no evidence that 70 percent of change efforts fail- if anything, it’s the other way around.
@GetReal5213 жыл бұрын
Exceptional video on CM. Thank you.
@millershepard92393 жыл бұрын
it has been proved by to many scientists to count that there is left and right brained people lol!
@neuroscienceacademy9744 жыл бұрын
🔥🔥🔥 on Neuroscience, I have one of the best course: www.udemy.com/course/unleash-true-potential/?referralCode=52D801CA0C59481A69C8 you can check and get benefits🔥🔥🔥
@excellence36054 жыл бұрын
Excellent video, thanks for sharing. When talking about Awareness and Desire for a change, Prosci ADKAR has explained is beautifully. While I am also a big fan of McKinsey 7's model and have used the concept in many projects. As far as learning from different sources is concerned, I guess Dr. Howard Gardner multiple intelligence theory would be worth considering.
@aniekemebassey62314 жыл бұрын
Learnt a lot.
@josefinamagallanes84514 жыл бұрын
This woman knows what shes talking about. very smart
@josefinamagallanes84514 жыл бұрын
Very good video, very clear voice, good setting and easy to understand and informative.
@sydnarevocram56494 жыл бұрын
Sorry folks for raining on your parade of happy thoughts and platitudes. I have been in the Change Management industry for 23+ years. This video is so entrenched in buzz-words, fluff, and flash, that it fails to connect the dots in substance. There are proven tangible and concrete methodologies to deploy sustainable strategies, such as Hoshin Kanri, that also significantly increase vertical communication, ergo positive outcomes. Change Management is PROGRESS: an intended improvement in any facet of the organization. Trust someone to help you deploy your improvement initiatives with proven TOOLS and experience, not some green kids fresh out school carrying briefcases full of warm-fuzzies
@charlirogers62352 жыл бұрын
Sorry, but the window story took me out of the video. So tired of antidotes like these. Every manager has one. He made a comment about the windows being dirty and every banker didn't jump up to scrub windows (not their job), so the next time he cleaned the windows (like an everyman, even though it was beneath him) and it motivated them so much that never was a window dirty again. What does this completely fictional story have to do with anything. If only to be retold by someone else. This all felt like fluff without substance.
@sicario914 жыл бұрын
Very informative. Thank you!
@Beati34 жыл бұрын
A great summary of important information. Thank you. It's let down by the use of text on screen at the same time as the statements are made. Technically this could contradict the "no multitasking" message as the reading of the words and the listening to them interfere with one another. Pick a channel and stick with it. By all means reinforce your message by engaging other channels and making connections, but this is distracting.
@romeoneverdies82494 жыл бұрын
Hi, Greetings from Pakistan! With your assumed permission ' let me ask a quick question. Am I allowed to use the content of this brilliant short clip? Best, Kashif Khan
@penfriend6344 жыл бұрын
Very informative indeed!!
@rafaelherthel5 жыл бұрын
Fantastic summary of change management. Thanks for this video!
@dalesmith15845 жыл бұрын
I wish this were true but I am very skeptical. I would like to see the peer reviewed studies that telling someone they are capable produces the outcome that is desired. I use to believe that as an educator but here I am 20 years later seeing it happen only a few times. It is correct about neuroplasticity which may over ride left brain/right brain somewhat, but not dramatically unless the subject is highly motivated and many other variables.
@richardfierson32625 жыл бұрын
great video, says what needs to be said!
@gasparini765 жыл бұрын
What beautiful lady!
@informedworkforce71815 жыл бұрын
We need to change change!!! spark.adobe.com/page/mPlWxePbF1Ove/
@jamisteven15 жыл бұрын
This is great and all but the bottom line is this type of change only effects the profit center, which doesnt run without the cost center. The cost center doesnt ever see such change, you read about it but it never reflects directly to that side of the organization and you will rarely get them on board with this type of thinking.
@killersushi996 жыл бұрын
Google Unconscious Bias Debunked. You're welcome.
@Delila.9416 жыл бұрын
interesting
@kiszar31276 жыл бұрын
Woohoo... Reassuring
@hirovvs16 жыл бұрын
Brilliant and extraaaaaaaordinary video.
@Brig_Sanjay_Agarwal6 жыл бұрын
Excellent. Crisply articulated. I particularly liked "the proof of the pudding" via the anonymous voting machine ! Thanks Team McKinsey :)
@chrys10466 жыл бұрын
5 steps neatly set out, 5 'A' words to encompass it all. And, unlike most change management discussions, it's about all of it, not just a tiny aspect to do with culture or comms. Thank you.
@jediTempleGuard6 жыл бұрын
Great video. Thnkx.
@esbtp20066 жыл бұрын
This is an absolutely outstanding video on culture & change
@yeshajariwala6 жыл бұрын
The human minds are polluted, corrupted by fears, violent, competition, comparison.envy, jealousy, etc. which give rise to conflicts end in wars. So keep words, deeds, thoughts under divine wisdom. A clean and clear mind has the energy to learn and able to meditate. Love, Serve, Meditate and realize
@sangeethak.s14114 жыл бұрын
That's true
@gabrielarosariomontoyariva92183 жыл бұрын
of course you are right.
@isabellalora65333 жыл бұрын
Yes!!
@robinatkins87157 жыл бұрын
Fantastic. I have watched this several times back to back. I'm sharing this with Capella University, the online university I am attending, recommending this video be on the resource list.
@johnstewart70257 жыл бұрын
www.mckinsey.com/our-people/julia-sperling
@myothersoul19537 жыл бұрын
It was all going so well then at 50 seconds in " ... our brain doesn't deliver to us the type of information ...." Your brain doesn't deliver anything to you, it is you. I know the "Cartesian theater" is tempting, it seems fun and easy but at best it is a waste of time and at worst it's and endless of regress of increasing meaningless circularities. What I don't know is why cognitive scientist keep falling into that trap. Your brain doesn't provide any information to you nor does it filter what gets to you. Since your brain is part of you, by the time the information gets to the "brain filter" you already have it. Even before it get's to the brain you have it, whether it's your retina to your fingertips, once a sensory neuron picks it up you have it. How it affects us and our conscious states are the interesting questions. People definitely have biases they can't talk about. The implicit association tests measure something reliably but whatever that is it doesn't reliably predict behavior. Sure people might respond faster when female is paired with humble than when female is paired with leadership but that doesn't mean those same people will make gender bias decisions. Other measure, like self reporting (explicit bias) do a better job of predicting those kind of things. After all it's behavior that is concerning, not so much semantic associations. Biases are a problem, we all should think carefully about our own and try to avoid them but it really doesn't take someone "highly skilled" to do sniff them out. You know what they are, you don't need to pay McKinsey and Associates a huge fee to figure it out.
@ntwadumela_jadu97473 жыл бұрын
G.A. Miller The magical number seven, plus or minus two: Some limits on our capacity for processing information, 63 (2) (1956), pp. 81-97
@gayanga7 жыл бұрын
Great video, straight on the point!
@etaconsulting92397 жыл бұрын
Hello, Would it be OK for me to use this video for a class I am teaching at a University? Thank you, Rishi
@wadecason2277 жыл бұрын
Brilliant video, crisp, too the point and spot on! The lady narrating is very bright indeed.
@jagdishmurthy97027 жыл бұрын
Simply Superb !
@Muddyfox477 жыл бұрын
Hi - thanks for your video. A question please: how do you motivate and rekindle the spirit after the organisation has gone through a headcount reduction where many colleagues have seen their co-workers retrenched or made redundant? thanks - Shaun
@penfriend6344 жыл бұрын
Did u get a reply to your question Mr.Shaun? It was a good question raised.
Пікірлер
Getting your employees to dream is critical.
Good job, thank you very much. I enjoyed the video.
some of the BIG WIGS better start reading the GOOD BOOK
Kurze konsistente kompetente spannende Darstellung. Ohne dieses belehrende McKinsey-Gehabe.
Aussagen, die leider - trivial sind - ohne theoretische Unterlegung sind - mit Pseudobeispielen unterfüttert werden, aber gut - strukturiert erklärt sind - charmant vorgetragen werden. So beginnen in grossen Unternehmen diese Change- Programme. Honorar: Millionen USD Resultat: Ratlose Über- lebende Hier konkrete Tipps vom Papst: kzread.info/dash/bejne/Y4J_1styfdyncdo.html
The focus should not be on changing people but on enabling people to change. 1. Context (change management, external forces and factors, understand) 2. Relevance (Community, purpose, outside/system measures, supply/value chains dynamics, innovation) 3. Thinking (Acumen, astuteness, risk, complexity, Open book management, amoeba principle) 4. Flow (Structural layers, connections, transparency, clarity, focus) 5. Constraints (improve systems to benefit people, reduce variation, improve capacity, balance)
Superb
I wrote a song related to Change Management, called 'Burning Platform': kzread.info/dash/bejne/fouJtpKKhtmdhM4.html Enjoy
Thank you so much
kzread.info/dash/bejne/dmZ7pK2nhpnSg6Q.html change is constant - as this song says: 'it ain't no longer so'
Excellently explained !!
2:30: So we told the CEO (in his campaign to become number 1) to lie to employees and mask real motive and covey it as "we are transforming medicine" in order to get employees to support change.. Great!
This is brilliantly created, thank you for sharing. Crisp and perfect length - byte sized, to the point and leaves one wanting more ... waiting for the sequel 😊. Cheers!
Amazing.
An entire video based on false statistics? There is no evidence that 70 percent of change efforts fail- if anything, it’s the other way around.
Exceptional video on CM. Thank you.
it has been proved by to many scientists to count that there is left and right brained people lol!
🔥🔥🔥 on Neuroscience, I have one of the best course: www.udemy.com/course/unleash-true-potential/?referralCode=52D801CA0C59481A69C8 you can check and get benefits🔥🔥🔥
Excellent video, thanks for sharing. When talking about Awareness and Desire for a change, Prosci ADKAR has explained is beautifully. While I am also a big fan of McKinsey 7's model and have used the concept in many projects. As far as learning from different sources is concerned, I guess Dr. Howard Gardner multiple intelligence theory would be worth considering.
Learnt a lot.
This woman knows what shes talking about. very smart
Very good video, very clear voice, good setting and easy to understand and informative.
Sorry folks for raining on your parade of happy thoughts and platitudes. I have been in the Change Management industry for 23+ years. This video is so entrenched in buzz-words, fluff, and flash, that it fails to connect the dots in substance. There are proven tangible and concrete methodologies to deploy sustainable strategies, such as Hoshin Kanri, that also significantly increase vertical communication, ergo positive outcomes. Change Management is PROGRESS: an intended improvement in any facet of the organization. Trust someone to help you deploy your improvement initiatives with proven TOOLS and experience, not some green kids fresh out school carrying briefcases full of warm-fuzzies
Sorry, but the window story took me out of the video. So tired of antidotes like these. Every manager has one. He made a comment about the windows being dirty and every banker didn't jump up to scrub windows (not their job), so the next time he cleaned the windows (like an everyman, even though it was beneath him) and it motivated them so much that never was a window dirty again. What does this completely fictional story have to do with anything. If only to be retold by someone else. This all felt like fluff without substance.
Very informative. Thank you!
A great summary of important information. Thank you. It's let down by the use of text on screen at the same time as the statements are made. Technically this could contradict the "no multitasking" message as the reading of the words and the listening to them interfere with one another. Pick a channel and stick with it. By all means reinforce your message by engaging other channels and making connections, but this is distracting.
Hi, Greetings from Pakistan! With your assumed permission ' let me ask a quick question. Am I allowed to use the content of this brilliant short clip? Best, Kashif Khan
Very informative indeed!!
Fantastic summary of change management. Thanks for this video!
I wish this were true but I am very skeptical. I would like to see the peer reviewed studies that telling someone they are capable produces the outcome that is desired. I use to believe that as an educator but here I am 20 years later seeing it happen only a few times. It is correct about neuroplasticity which may over ride left brain/right brain somewhat, but not dramatically unless the subject is highly motivated and many other variables.
great video, says what needs to be said!
What beautiful lady!
We need to change change!!! spark.adobe.com/page/mPlWxePbF1Ove/
This is great and all but the bottom line is this type of change only effects the profit center, which doesnt run without the cost center. The cost center doesnt ever see such change, you read about it but it never reflects directly to that side of the organization and you will rarely get them on board with this type of thinking.
Google Unconscious Bias Debunked. You're welcome.
interesting
Woohoo... Reassuring
Brilliant and extraaaaaaaordinary video.
Excellent. Crisply articulated. I particularly liked "the proof of the pudding" via the anonymous voting machine ! Thanks Team McKinsey :)
5 steps neatly set out, 5 'A' words to encompass it all. And, unlike most change management discussions, it's about all of it, not just a tiny aspect to do with culture or comms. Thank you.
Great video. Thnkx.
This is an absolutely outstanding video on culture & change
The human minds are polluted, corrupted by fears, violent, competition, comparison.envy, jealousy, etc. which give rise to conflicts end in wars. So keep words, deeds, thoughts under divine wisdom. A clean and clear mind has the energy to learn and able to meditate. Love, Serve, Meditate and realize
That's true
of course you are right.
Yes!!
Fantastic. I have watched this several times back to back. I'm sharing this with Capella University, the online university I am attending, recommending this video be on the resource list.
www.mckinsey.com/our-people/julia-sperling
It was all going so well then at 50 seconds in " ... our brain doesn't deliver to us the type of information ...." Your brain doesn't deliver anything to you, it is you. I know the "Cartesian theater" is tempting, it seems fun and easy but at best it is a waste of time and at worst it's and endless of regress of increasing meaningless circularities. What I don't know is why cognitive scientist keep falling into that trap. Your brain doesn't provide any information to you nor does it filter what gets to you. Since your brain is part of you, by the time the information gets to the "brain filter" you already have it. Even before it get's to the brain you have it, whether it's your retina to your fingertips, once a sensory neuron picks it up you have it. How it affects us and our conscious states are the interesting questions. People definitely have biases they can't talk about. The implicit association tests measure something reliably but whatever that is it doesn't reliably predict behavior. Sure people might respond faster when female is paired with humble than when female is paired with leadership but that doesn't mean those same people will make gender bias decisions. Other measure, like self reporting (explicit bias) do a better job of predicting those kind of things. After all it's behavior that is concerning, not so much semantic associations. Biases are a problem, we all should think carefully about our own and try to avoid them but it really doesn't take someone "highly skilled" to do sniff them out. You know what they are, you don't need to pay McKinsey and Associates a huge fee to figure it out.
G.A. Miller The magical number seven, plus or minus two: Some limits on our capacity for processing information, 63 (2) (1956), pp. 81-97
Great video, straight on the point!
Hello, Would it be OK for me to use this video for a class I am teaching at a University? Thank you, Rishi
Brilliant video, crisp, too the point and spot on! The lady narrating is very bright indeed.
Simply Superb !
Hi - thanks for your video. A question please: how do you motivate and rekindle the spirit after the organisation has gone through a headcount reduction where many colleagues have seen their co-workers retrenched or made redundant? thanks - Shaun
Did u get a reply to your question Mr.Shaun? It was a good question raised.