hey
well thank you all for being on time in math
no i've ever made a thing on how long you've traveled and now how far you are on the afternoon might be a little bit fact
firings i'll try make this interactive en masse and maybe exciting as possible to keep you awake if nothing else on worst idea that the pilot program on tidal the influence of culture in knowledge management implementation man with that i'm going to present thousand information on change management and had a development change resilience
the overview of wine and they cover
and they cover facing understandings elements changed
and have you all have look at that from within yourselves and then we're going said tom look at it from the perspective of my understanding others a change and of al of resilience and others
just think that had been in on
and as a couple of exercises them announced the video is while on so you prepares else for that is the city mindful of that coming
if
so change we are changing we hear the solid time we've heard this furlough last two decades incomes faster than it in the past is oftentimes more complex i think back to the early nineties the late eighties than in the banking industry one technology was revolutionizing on everything in the weeds the same as all the time and changes this coming faster and faster and i haven't heard recently when you without looks like today whether that the thickly even more on aria is happening even more quickly in organizations that technology is really revolutionizing and organizations that change is coming quickly but i think it's guaranteed that is an ongoing thing it's inevitable for us
and in life in general
brian it's everywhere in life on it produces physical and mental emotional responses in and people of some porn understand i mean in yourself as well and everybody responds differently to change
so with that i may ask a question why do you off the knowledge and we're even talking about change management in the context of knowledge management

can you elaborate on that become more effective

and why did you cry
he
i and page one he
uh huh
i guess he
the hit a more fat
right
and they did a very brave every above a hair are right
internal exile changes in effect your knowledge management strategies i'm sorry go ahead
what
can you speak of his

because you're implementing improvements in the change management yes yes
oh
no
yeah


oh
i think that excellent
so a couple of other thought that an n. sheds when they're when they're formulating your organization has initiatives as projects to be implemented whether processes systems cultural changes on they require new skills
new systems new processes were asking people bomb for different expectations of them in this environment of knowledge daring and also new ways of communicating
well we asked this of
sol star of others that maybe leaders in knowledge management
a half agreeable to you to use some change management tools to help now
is it is not all over and over again
that knowledge management is about people technology and processes and i would just say that it also is the driver of a change

on a highlight o.
yeah knowledge management any initiative the primary sex sex sex sex factor is that people
you can spend millions on can solace and technology and systems and we find processes but if you don't bring the people along in that you can waste a lot of lot of time and money
what we mean by that is people that it says about sharing that innovation
about teamwork motivation and ultimately willingness to change
so this is about the people
on the first a. m. a deal is out and exercise them ask guy you ought to stand out really quickly adequate exercise give your blood flowing after lives in that
turn to somebody next the u. n. and face that person anybody does the person of the second person face that person
in a corner thing is a partner and i yeah i have a man's life i have that side take them all and why you're looking at this present as observe
in any way but they're wearing a collar their eyes but
now once you've done now want to turn back to back
come on back to that
and i want to change one thing about yourself
p.
the reading says turn that around and see if you can identify with the other person has changed and what it have a fifth i had of one of acting here that it to the one that then that they and they exercise and have them so many of you figure it out for the reality other person changed
two people figured out what the other person's face that's really not that bad why in the exercise of one of the exercise of the miguel and comparable to feel what you know what it feels like to the afghan that the navy bases stranger an end to observe them then and then to change something about yourself like a theory they tell you something about myself and i thought at that point is the third it's it's a ring of those emotions that they'd say john burnett bounds so thank you for for entertain you that
the head of selling don't change is an ongoing process
in well i think how you transition past changes can help you predict how you'll transacted how you'll transition for new changes that is about understanding ourselves and then ultimately how we understand others in the process we know that three phases of change on the endings
the neutral zone and new beginnings and then there's emotions associated with each
and for miss us this curve may be quite flat in others it might be quite deep on the end all and that in our emotions can be and i'm in a endings we talk about their denial the initial no we can't change on anger shock fear frustration
on depression confusion stress on as the neutral zone were wary town maybe to the point that we can really resisted any longer
lives
we're not there were no longer no longer have all of this anxiety we have maybe citizens skepticism in our sarin nerve to round the corner and new beginnings than acceptance
impatience anxiety
and hopefully eventually some hope for what that have been change will bring about some enthusiasm hand energy around
that toppled about change resistance now on this by definition to read businesses that say this dance is there for sir opposition orders are oneself
so as to counteract the defeats the laugh when you think about this and change in the definition fence
recess and then if not inherent in destructive change it's important that we know that and now we understand that especially as changed leaders of knowledge management practitioners on it and it's just a matter of how it will manifest itself and how you deal with that
it forms of resistance to change here at three examples of forms of resistance knowledge and information characteristics of this our backs on budgetary impact ideas for the future on considerations armoire that you need background information we're in this stage of resistance in the background information and then you have psychological
her physiological unemotional resistance in this comes at a more unconscious level on with physical symptoms a bit their abilities to even say here so it's important thing about this because if that changes really destructive for somebody at work that's really gonna change the way they're they're working it's important understand that that they may go through this and their ability to stay here all the benefits of the change will likely not be there in the very beginning to take the time to explain the facts first and work through the process of when they're ready so explanation why did god really help during this stage
there's also laugh is something bigger than a change itself
which is really out of the scope of the change on lake said saddam it's not resisting the proposed change in this individual may even be in favor of the change on by their resisting it for other reasons and miss ross cultural values based on the issues are resistant to the person who's briana change this type of thing
factors that employs behavioral work something else to keep in mind on knowledge
we must know
did you what's required this is actually the easiest to change something about this in the context of knowledge management we can provide people with the knowledge they need to understand the change that's a fairly simple thing to do and it puts a lot of eating of the life he plays skills to come all the more difficult way after retrained
on physical or behavioral training is required is more difficult than you get into the organizational cultural elements of police firemen purpose it becomes much more difficult for you
to change people's behavior is in the in these elements

stages of concern about change
he
where we have one two three four five six different stages information this is where on the verses in the mode of you know what is the change about how's it going down and i have an effect mabel why are we doing it so this is the way was making earlier redoubt myself somebody on the changes of the state you just wanna present the facts for why are they changes the german team
then they cause more parcel of the things that are not people start to worry about quality in fact the army and what's in it for me so this must be addressed this while so when you think about changes that you may be introducing a new organization you need to comment on how that everybody who's going to be affected by that change
and think about his contacts in the present information that helps people on the fear of more quickly
implementation what'll i do first is this now get sorensen process while i need to do
to support this change an impact nigerian to the change what is the effort it's gonna take mom are we making progress is we're looking for results and feedback
and then there's cooperation on star you think the less about me in halifax named the halifax others in line need to work with them to make this change happen man and finances more about continuous improvement we've implemented on now how's it working out the make it better
now are dying of aids you on developing changed resilience
and this is of acting in yourself as well as in others you can translate this calm we all have different responses it worked on on the ballot in brazilian it helps people to manage change effectively an experience last travis jackson and canadian fact that the workday hopefully enjoy doing said another exercise the law
and that is
actually i asked you to do just a passing those at you
may i ask you on that side is take one passes down by a thin
in this exercise their dental work alone such as the area maria ressa you have the departure of them found out what needed to give some thought to change you've either been confined within the past armoire when you are confined to a or maybe something you're confronting as a leader on any came initiative
answer write that down
and now one year writedowns
on using this model
ray is you can control you play the control in this situation way fully employed the situation in what you can't control

i am five minutes then
let go that route that this this exercise anybody on the carrier share what they are with a brain
the line
you think if you had or that good if it is good in this edition or chase is implementation of mocha maloof knowledge management system testify during the budget pour the milk as intimidation and effect on companies make it at the weapons that are out of sludge brody
hey it's because we get for that budget
no i hadn't even seen they get those packages or or published on the question of homes or the pontiff been made about it
i ain't
the quantum bay
see the people of any political them up anything they voted they will produce if an open quotas and link been the thinning the effect of hope that
violent davey that i meant it to us for profit
not that the hell you can get control of the inevitable and over
a baby mission
his speech close did you get so that at it from the barman he is one lead in the mouth of the notice if the limited david it's our he doesn't believe in the early so they look as if even the c'mon enough hey this gift kitten
and did it go to poirot but will challenge this is the pressure thank you for that anybody else out
one other example
eighth the online world half of that it's real hard thing for needy here you might have a thing and if it okay hi will try to describe something that happened we from the heresy is two thousand seven doing did an american names in presume that have a raid was in charge of a young c. celebratory
sold everything that you have to make incremental go muscle vague that we commence sometimes off a bold sometimes will not ma'am barman car bomb in the helicopter borne pam in the beginning don't want to walk with since this is boring it's heavy it's the fault it's not difficult to discuss off
headstones one cannot use
that the prayer something else you all have to know something about aidid computers
she sucks the joshi something like that and when they're the time passed
they important so often lover to an too
a lot
kemal
of or evelyn want to use it becomes but they don't want to be trading in a couple months when they couldn't walk well you put on a bed can you walk want to three four hours no problem down the equivalent get back and let us send them
yet although that the process about that and keep information soul the people want to walk we've been
lap but don't want to go all the steps family to carry on my back beg your driving a car or freidman chopra something good that and then we'll use
well and good laboratories that i am more tool to people's work and i'll ever want want to warp can visit to a close okay these i'll pass on all the factories to bed every time you all you is allowed a lot sometimes you'll see he eats your labs it's not my lead the lab belongs to the teeth to show about when someone tried to use mine
look my life becomes thick that to destroy coupons and if the people don't have to have
it's use home on time the next time the government is broken its third call mourn them all the old i have two oh
to make it to him because these are able to sit in my lab in many people's need to use i cannot do everything by myself so when you help but the people want to open ritual
look to them that date the group of men and make them i'm sure that you can you tell us what it right now in terms of what you kenyan police in that situation yes by eight items listed the planning of training and they can fly as the use of the government i can't control and i may have to francis
when we have to select some people are in mop have on that is able to use and sometimes indeed many training and there is i'll try one recalls the day a quick comment is made on the laos and you have i seen the
information neatness isn't everything else isn't
i don't know hopefuls say the language of dollars sold got everything that milo iowa's legacies two thousand seven soul i have to pass that some tips on them out now i want the memo okay that's no whim you have to work with the hands like what they don't want talk is they are
let them unless off the people and their beauty the people tool face something different because desire a problem of the death of soul sometimes the people want to see something that it's not one american met today zero mental you'll pull over the water you have formed
intensity feasible to based on you haven't authenticity and different kind of system the frantic
formation so the people
don't want to learn to understand why it is difference they don't press of autumn
give us time to any other examples and they
for they the shoals of fish i would shed than what i need to my ear that concentration and walked the cause is only thirty and then from me and we were i have influence than when anybody have conflict by trying to annoy us they tried to consequence and tried to help the bone of naples both and so i can't control it's the admission of the people's be ironed and says when light on sloth on the stand and then that their corporate and it smells throw that there was a fish all a minute british you for us but it's a bomb be standing by construction and to be it's own all of that droned on and so often that these will go when my boss world's thought the new what happens at wounds this issue situation was a huge assembled at the new ideas and said he it on the stand that says i am not guilty and to him to spend the night shift to the british and said he said that to him you'll be o. sole could shoot and knopf and one more example one-on-one
to mark this day
they had a predicate that fairly very big as we have a lot about felt lonely chinese tightly shoney's said that we are changing days g. brought their biochemistry of freedom
in the new suv hey i can console them at boeing indication that mighty and chief to the professor's on organize so all day and open minds
these are the ones i mean my half employees scene
dead have froze the professionally off another office cannot professor manning starvation he said
that difficult that they call right because they are outside the university on that sam maybe you would have us on as them off or professor biggest high on the heads of them right off by the bellman not look to the king dome white trash i have ever fuss about our call them coming down well what i cannot compel you said that what i see that in all day you knew as to the top four changes to the bone is at issue
challenge usher and one more example thank you for that
and this is an exit polls that the one to and i can control just what dance on that says what it's just something that i had to have been experiencing committee quota system in my institution in my opinion is almost the same we have a strong vote on for resistance of the staff members and from the top manager
it never sometimes so i i i have i i can try to have the influence
in staff go meet meant by that eats very difficult
a i can try to having flames paying plenty in training but it doesn't depend on me i can't cultural political decisions and
top manager policies
he doesn't pay
i have for example is that does not all can be used i'd really as a model to think about any kind i'd change problem where you're faced with something here in change and you looking at it from the standpoint of
here i am now what can i control like can cancel my own the right hand and there's also things i can do think influence others and a present some information on about how you can do that and i fully respect that that circle of influence can be much smaller in some organizations in some contacts on a much larger another's depending on the organizational culture on the leadership of supports the politicking all of the things we talked about in that culture but to recognize that
is not the same for every change your circle of influence in the broader smaller depending on the circumstance such don't approach every change the same way i can do anything is not in my control on because there's more perhaps you can influence and then you realize they're your knowledge surgery on through communication the things and then you have of course this all area have here of which you can control now
it's in the quiet about stress release years they realize what those things are and to let those go into work and operate in this and this area here and of course here
on the night and spend a lifetime worrying over things in some can't actually change our control
thanks
the hope that was that
was helpful
oh
from
i travel a lot change are resilient thought resilient people are able to assess quickly this situation and to get their solutions and actions
to select the best choice
to take action to learn from one thousand workmen in modify actions their behaviors to get better results the punishes that this is a continuous it is a continuous flow of continuous process that you can take one invited would change and developing your own ability to be resilience in the face of change
not hobbled out bill that ali the change in this where we talk more about how you can influence other people on the change initiatives
and on the back of the exercise to visit the adequate that self assessment by the natives this is for you on that i don't think they share anything regarding ms they just give you a general idea of where you are in terms of leading change so both of the questions honestly with yourself italian out and hennessy read that were that puts you before we get started with that
section and final section of this to take about two minutes
myron
that's available and move forward they have played it up
well i started on the next section of people play this gives us a good idea for you are in terms of breathing change on maybe some of you can actually be teaching this
this course that we won't have room that's where you are in a profit
the leadership villiers raul implementing change on here some critical that's agreeing on the objectives
those that are going to be impacted by the change that to save the polarization fifteen agreeing on objectives earlier helps us find on the task of planning how they'll be implementing organizing other resources communicated tasks
making people responsible holding people accountable if you will that have been monitoring and controlling on the implementation
a change
by demanding expectations and outcomes of o'leary is onto several models was on a process law one is a behavioral level on the process level is clarity it's it's not seek to articulate a clear vision for why the future will fall in this change this is how you were before while we be doing with the g. is implemented now that has to be clear
i can't find their goals for the change is
communicate clearly about issues
well investors that dissenting opinions

a great act out all people in the process
clarified who'll do why the process angry about two way communication and you change path
on a behavioral level on the south to go hand in hand it to develop and maintain troth through this affected two-way communication as theirs was labor leaders to respect people into treated with dignity in the process i understand it you changes in the same for me that it's not it's easy for you that's great but it may not be easy for a year you're calling set of yours encourage people to take ownership of the chains and selfish you really can't control suddenly how other people on deal with change for chicken how
so encourage them to take ownership recognize the knowledge that employers knowledge and didn't recognize and acknowledge the knowledge and skills of your employees really see
finance and be willing infallible the hell
perceive as a leader
and finally lead by example the points that pot of coffee have to build the wahoo wahoo the family
the question's their thoughts on this
and
yes please
that
c.
it's him
so you know
four
so he will
the day save
what a day
but it is we're talking about how we're the change of now if it's a major change in your trying to do havel mann an organisation wide knowledge management strategy this is the role of all leaders involved in that but if your task the individually with a single hijacked it's going in this change you can look at you from private management standpoint visitor role as that project manager project leader
so that it at the rules apply the thing their general leadership principles trying good question thank you

for the final phase and you know
and you says oh
what is that it will do
fiat acknowledged that he s. yeah i've lived
it is they be
yes well there's a lot and untie them we're is an organization says those are our high are all young management for years as an alarm by their leaders is anwar are just people within a group of yours to demonstrate national leadership abilities on and so there's a lot of different levels to lie here you're speaking about that if you're talking about implementing a change initiative perhaps the knowledge and haiti mission somebody has to be named as a as though we're on there can be a team on by the person whose task of fashion actually have the ability to lead them to change or to at least be seen as in by their peers as somebody who could do that through that the knowledge of the group in three in the skills and knowledge of the group you read an initiative to sell the very complicated question and answer them and indeed all levels of the organizations i know it's a challenge yet
it is the proof will roar of the will of the onsite me rephrase the question of
but when it huh
the fire all over
to go out here ruth
it got so
what is that correct think when you when you have some alien initiative he is an led a progressive bob leadership by not a policy of power
the servant of conservative
when you all think of both of
c.
whoa
how can he be a lie
all right if i have one
they have fiato get back to them
no one third of the the
what
but he
all the home why he found thursday
i thought i might not on this this question on whether the leadership the progressive war can serve an aesthetic and aphids have you that someone is a fairly conservative we're is also very effective at implements the projects and changed so that that that says they're tight so labels that we're putting on on this or else you brought that to make any yeah very specific assumptions that i think he can say that if you're if you have somebody leading change that the chances are that person is really that the change in organizations and that people tend to follow unbelieving and then i'll work with while on our parts of it the more progressive bakers are thinking more about it putting himself may have to implement a half think aggressively to the future
so that's just an opinion that that in effect be a good complicated questions when they get a high visitation that fairly thick of our than you'd like to invite them
oh
but that both of you yes absolutely
uh huh
that's the way we leave off minions vacations
ow

they're just fell one more slide along their route that henry xiaoping's that
if helping others enhanced resilience on my understanding their reasons for resistance they go back to the fighter we talked about our own personal on experiences with with change n. possibly resistance if we understand us about ourselves we can understand better on how to deliver than others
now during resistance of natural an inevitable
i've never implemented the change in that men have implemented
hundreds of changes that was a map with level of resistance
and in going down to that last point even positive changes that is resistant for me and everything you think is going to be received positively by everybody somebody find some consequences to let it happen and says law
so did her fate of the last one chirping resistance as they did that efficiency of either kill your willingness and taking steps to deal with that on it to say also an
deficiency in knowledge and understanding
the reasons for the change
so i'm sorry changes an ongoing process and resistance an orange should be anticipated on you pay him projects an image as require affective change management
realizing how you transition past changes can help you forget then develop your own responses in the future
there are three phases of transition i thought about this there's the getty's neutral many ending centers emotions associated with all of that in
it happens every time this this is a this is a natural human process
resilience helps people manage change effective ways there is less stress the developing resilience can
can be quite positive for you personally am brothers determining what you can control this is the circle of them live when you can hallway in length what can change is very important helping review sharon straps around change and maybe even helping others by china's tool
the years have a crucial role in helping others manage change
tom what is now and you can help others developed resilience oops sorry
you're talking out of three forms of resistance knowledge and information that physiological emotion for novel form
hezbollah's that's something bigger than that what's really happening in the change is
and i'll say again nice ranch finishes require change
change management skills anyhow thoughts or question of oil iraq
great thank you so much for your participation and i'm here all week so happy that it is that that news conference room
one a hit of how
hmm