Tuesday, May 27, 2014

Guerrilla Change Management in Action

I figured I would provide a concrete example of what Guerilla Change Management looks like in action.

Basically - giving away all of my state secrets :)

Read more....

Thursday, May 22, 2014

Tuesday, May 20, 2014

Working with the Unengaged

I was watching a video (not the one posted above) that talked about how one company created a culture of employee engagement.

Interestingly, my first thought was...so how do we make the life of the 70% easier?

I'm thinking that if we can take steps in THAT direction, that just maybe they might become more engaged.

And as an organization, we can slowly build the trust required for the person to become engaged in their work.

In my experience, most people start a job wanting to be engaged.
That takes trust.
Most organizations, from day 1, erode that trust.
For some organizations, this erosion happens even sooner depending upon their recruitment practices.

It takes someone with a really strong compass (and a little bit of a masochistic streak) to overcome that environment.  And they can only do that for so

The key term in the video above is MUTUAL commitment.

So what makes you think you DESERVE an engaged employee.

Thursday, May 15, 2014

Change Without "Executive Support"

Change sometimes looks like this....
As part of our Unified Communications project, one of our SWAT team put together a proposal for a service offering that would provide IT consulting assistance helping departments use the new tool kit more effectively.

Everyone thought it was a great idea.

Nothing really happened.

The SWAT team forwarded the proposal to me.
"What do you think?"

Read more....

Tuesday, May 13, 2014

Rediscovering My "Why"

I’ve been given an opportunity to re-think WHY I do what I do.

My role has been changing over the past year or so.  I’m not doing as much training or tutorial development.  I’m spending more time playing with ecosystems.

How do I help create an environment where it is “safe” to learn?  Where people regularly feel that feeling of accomplishment and mastery.  Where experiments are encouraged and it is safe to fail.  

There’s two parts to this – the physical environment (Do they have the tools to collaborate?  Easy access to the information they want and need?) and the cultural environment (Are they encouraged or punished?  Do people have the space to think?).

The physical seems to be the easier of the two.  “Shopping” and “Implementing” and “Blaming the tool set” is much easier than looking within.

What am I doing that makes others feel safe to learn? To experiment? To fail?

Am I encouraging or discouraging?  Am I triggering feelings of mastery or stupidity?

What makes me want to learn new things?  Share what I’ve learned with others? Share my process?

I think it is because fundamentally – “learning” is the foundation of all change. 
“Learning” and the willingness to be open is the thing that has made my life incredibly rich.  Provided opportunities and friendships and experiences that I would have never dreamed of when I started this blog, much less 18 years ago when I left grad school for the first time.

That’s the WHY.
How do I share that?
How do I encourage others to come play with me in the rich tapestry that is life?

Thursday, May 08, 2014

Defining a Learning Organization

 The values in our coffee area.
A learning organization is the ultimate competitive advantage.
- Jack Welsh, SkillSoft Perspectives 2014

My organization's stated top value is Learning.
It is the first word on the wall of the IT Coffee room in VA.

By observed behavior, our organization seems to believe this is for our students.
But what about our staff?
What about our faculty outside their field of specialty?


Tuesday, May 06, 2014

Subscription-Based Learning Iteration 2

I am using the Subscription-Based Learning model for a second time. 
This time, in our Unified Communications pilot.

Read more....

Thursday, May 01, 2014

#perpectives14 Firing the SMEs - The Results

So a little less than a year ago - I came up with a plan to "Fire the SMEs".

I actually got what I asked for. (Thank you Muckety Muck and Deputy Muck and Director and Boss for supporting this).

Initial results have been promising.
Summary: one project has paid for the whole program.

And we are seeing some unanticipated benefits as well.

Here is the presentation I gave at SkillSoft Perspectives with some updates.