Business Change - The Roles of Change Agents and Subject by Warren Gray

By Warren Gray

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Additional resources for Business Change - The Roles of Change Agents and Subject Matter Experts in Organization Change - And Much More - 101 World Class Expert Facts, Hints, Tips and Advice on Change Management

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ESI is a process that uncovers the HOW, as well as discovering if the ability to change lies within us. ESI - Executive State Identification - reveals the many parts of our behaviour. The many parts of our behaviour that make us who we are. Some parts are quite obvious to us and to others, as they are displayed by our overt behaviours. As a coach and trainer, Jan was interested in revealing to the client the 'hidden parts'. The parts that hold the potential for change to occur and to help create a pathway for future growth and development.

5. Take a break and do something fun. Change and adversity will happen. How we react and adapt to our challenging times; and more importantly, how we bounce 33 back afterwards will determine our future. When we stay worried, confused and afraid of the unknowns for too long, we will remain paralyzed, complacent and accepting of the status quo. When we learn and apply effective coping techniques, we can bounce back stronger with greater hope. Nancy Stampahar is a sought-after organizational development consultant, trainer, and speaker, with a degree in human resource management, and the author of peace, love and lemonade: a recipe to make your life sweeter, Stampahar owns and directs Silver Lining Solutions, a consulting firm that specializes in adversity/change management, assertiveness/conflict resolution, empowerment, leadership, and team building.

How do you know? What's driving change? Why? How bad is the situation? What would happen if you didn't make the change? How immediate is it? Why can't you put it off until the organization feels Who does it affect? The answers to these questions, positioned appropriately, can be used to build a compelling case for change and start to "unhook" people from their current perceptions. Getting employees to start moving away from their current perception of how things are going in the organization is the first step toward building an ongoing momentum that characterizes effective change efforts.

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