Change 360 eBooks & Consulting
About this Website:
Our objective is to facilitate the transfer of knowledge pertaining to organizational change that improves performance.
Our Thoughtware section describes some of the basic approaches and methodologies we use in our change management consulting practice. The Resumes section contains the resumes of our consultants and ebook authors. In the Consulting section, you can obtain information about the consulting services we provide. The ebook section describes our free ebooks and the ones that are for sale. We also provide some information in this section for authors who may want to work with us to publish their own ebook.
We have a great deal of knowledge and expertise, but our website and e-books are new. We plan to add a new e-book every month or two. If you have an idea for an e-book about change management, performance management, or a related topic, send us an email so we can work together.
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We provide e-books and consulting about integrating change management and performance management so organizational change efforts will produce breakthrough results.
Change Management is Important to Every Manager
Every manager today is a change manager. If you’re presently a manager or want to be one, you will need to know how to manage organizational change. Executives are under tremendous pressure to produce better and better results. As a result, change will always be coming – faster and more complex change.
There was a time that a manager’s job disseminating information and ensuring work rules, policies, and procedures were being followed. Those days are over. Information systems, reengineered business processes, and empowered work teams have replaced layers of management and defined the roles of those positions that remain. At the top of the list of what’s important for managers today is being a change agent who delivers improved results.
Change Management and Business Results
We believe change initiatives are successful only when superior performance is achieved. Thus, we approach change management and performance management like two sides of the same coin. We believe the change journey is not completed until planned performance improvements have been achieved. Our experience tells us that while most organizational change initiatives produce positive results, the vast majority do not realize the performance improvements that were expected. Too much emphasis is placed on just making changes and not enough on achieving what the changes were intended to produce. We have ideas to share about making organizational change a better investment.
Our experience in China, Korea, Taiwan, the Philippines, Canada, and the United States has taught us that its better to have a fast and effective implementation of a reasonable business plan than to have a long-delayed, half-hearted implementation of a brilliant plan. The methodologies we have developed allows us to quickly identify where resistance to change in the organization exists, assess its strength, and identify approaches to overcome the resistance. We next establish a network of change agents and change sponsors to help us sustain the effort required to fast and effectively implement change initiatives, while competency-based HR programs develop the potential to perform among change targets. The potential to achieve new performance objectives is realized through the discretionary effort of change targets, as they respond to performance management systems based on Applied Behavioral Analysis.
Business success today is less about new business models and concepts, a more about who can successfully implement them first. When you talk privately with executives who have made massive investments in re-engineering, enterprise information systems, quality initiatives, hardware, and, software, most will admit that improvements were made, but the full potential of these changes were not realized. Are these change initiatives really so difficult to implement? What's the problem?
Given enough time and money, you can eventually wear employees down and get the changes you want implemented. Employees rarely simply refuse to change. The problem lies with those who do just enough to get by and make little discretionary effort toward new performance objectives. Our experience tells us that discretionary effort (the difference between what employees have to do and what they could do) can produce between 50% to 100% greater output. People determine how fast change initiatives can be implemented and the extent to which their potential to improve organizational performance will be realized. To change the organization, you ultimately have to change what people think and are willing to do.
One conclusion you can draw from this is that we are facing a change crisis. However, as you may know, the Chinese word for “crisis” is composed of two characters: one represents danger and one represents opportunity. There is danger in change, but we also firmly believe change management can be an important source of competitive advantage. So stop thinking about change as the enemy and make it your ally:
Think New...Act Fast...Achieve More
We have three e-books currently available to help guide you to make change your ally. Change Navigation is about managing large-scale organizational change - what we refer to as transformational change. This e-book is about managing change that's fast, effective, and achieves stated performance objectives. To buy this e-book simply click on the Change Navigation e-book cover on the right and you will go to our on-line book retailer. The price of Change Navigation is $19.95.
If you would like to know a little more about our approach to managing change before purchasing Change Navigation, we have free e-book that's a 50-page summary of and introduction to Change Navigation. Our research and experience has led us to conclude that there are six primary keys to fast and effective change management. These "Six Keys" are the focal point of our Change Navigation e-book and the title of our free, introductory e-book. To receive a free copy of Six Keys, just click on the graphic on the right and request the e-book by email.
Our third e-book, Breakthrough Performance Management, focuses on three key questions related to maximizing human effort toward organizational objectives:
How do you create and maintain a strong linkage between the organization's business strategy and their performance management program?
How do you ensure workers possess the ability to achieve performance objectives?
Once you have performance objectives that are linked to the organization's business strategy and workers have the ability to achieve those objectives, how do you maximize their discretionary effort?
Breakthrough Performance Management answers these questions and much more. We describe an approach that dynamically links the organization's strategic intent to its to performance management program, that identifies and develops the workforce competencies required by the organization's strategic intent, and applies the latest behavioral management methodologies to maximize the discretionary effort of employees. To buy this e-book simply click on the Breakthrough Performance Management e-book cover on the right and you will go to our on-line book retailer. The price of Breakthrough Performance Management is $17.95.
Dr. Phillip Ash
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