Monthly Archives: August 2015

Change Curve: Co-Creating and Co-Owning Change Stories

Posted on August 26, 2015 by julianstodd

I’m writing a series of #WorkingOutLoud articles as i piece together the Change Curve framework for Dynamic organisational change in the Social Age. It’s a model whereby we identify where an organisation sits on the change curve, we consider the … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , , | 16 Comments

Change Curve: The Control Effect [Part 2] – chocks away!

Posted on August 25, 2015 by julianstodd

Within the Constrained organisation, there are multiple change conversations taking place, but each is somehow isolated: it’s energy is constrained. It’s rather like an aircraft on the runway, with the chocks still in place: it doesn’t matter how powerful the … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , , , , , | 12 Comments

Change Curve: The Control Effect [Part 1]

Posted on August 24, 2015 by julianstodd

The Change Curve describes three manifestations of organisational change: ‘Resisted‘, where the organisation deploys antibodies to kill change conversations, ‘Constrained‘, where the organisation is aware of and wants to change, but is ultimately unable to relinquish control, and ‘Dynamic‘, where … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , , , , , , , | 9 Comments

Humility in Leadership

Posted on August 21, 2015 by julianstodd

It strikes me that those things which used to be peripheral can become central: those things which used to be soft can become hard. There used to be words like ‘competition‘, ‘performance‘ and ‘leadership‘, which were testosterone laden and associated … Continue reading →

Posted in Leadership | Tagged , , , , , , , | 34 Comments

Reflecting on Engagement in the Social Age

Posted on August 19, 2015 by julianstodd

The Social Age is a time of constant change: evolving technology, the new nature of work, the rise of social communities and the democratisation of creativity being just some of the most visible facets. The old social contract is broken: … Continue reading →

Posted in Engagement | Tagged , , , , , , , , | 5 Comments

Change Curve: Generating or Losing Momentum in Change

Posted on August 18, 2015 by julianstodd

I’m expanding on the Change Curve framework at the moment. So far i’ve introduced the framework, explored 16 Resisters of Change and 16 Amplifiers, as well as looking at the Antibody Effect in Detail. Today, i’m pausing to look at … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , | 13 Comments

Change Curve: The Constrained Organisation

Posted on August 17, 2015 by julianstodd

I’ve been introducing the Change Curve, a framework for dynamic organisational change in the Social Age. It identifies three manifestations of change: ‘Resisted‘, where the organisation deploys antibodies and kills the change, ‘Constrained‘, where the organisations wants to change, but … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , , , , , , | 40 Comments

Change Curve: The Antibody Effect

Posted on August 14, 2015 by julianstodd

I’ve been sharing a Framework for Change in the Social Age: it’s intended to be a practical view of how organisations typically respond to change and how, using social mechanisms and approaches, we can ease the journey. The Change Curve … Continue reading →

Posted in Change, Change Management | Tagged , , , , , , , , , , , , | 22 Comments

Investing in Community: the Long Term Return

Posted on August 13, 2015 by julianstodd

I’ve been trying to publish a post everyday this week around the new Change Curve work, but today, a short interlude. Why? Because as i’ve been #WorkingOutLoud on it, sharing and publishing as i go, i’ve ended up thinking more, … Continue reading →

Posted in Community | Tagged , , , , , , , , , , | 7 Comments

16 Amplifiers of Change

Posted on August 12, 2015 by julianstodd

This week i’ve been exploring Change Curves: a new model for enacting dynamic organisational change. It starts by exploring where the organisation sits on a Change Curve: resistant to change, constrained by hierarchy, or co-creative and dynamic. To move up … Continue reading →

Posted in Change | Tagged , , , , , , , , , , , | 18 Comments