10%! That’s how effective Jay Forester, the founder of system dynamics, thought organizations were at using the best of their employees. He wrote that in 1961. More than 60 years later, if you’re struggling to meet your commitments with the people, time, and resources you have now, this quote should give you hope. You don’t […]
10%! Jay Forester on Employee Effectiveness Read More »
The rate of change is increasing; it’s hard to keep up. Grounded in the well-known tactics for change managers and change leaders, many organizations are working tirelessly to meet the demanding pace of change. Where are people turning for insights to help them keep up with, and accelerate ahead of, the rate of change? Change
Equipping the World’s Top Change Agents Read More »
Over the years, I’ve been asked by several people to give them tips on book writing. As I thought about their requests, I realized that I don’t have the right generalized knowledge to write on that topic, but I do have very specific knowledge about how I write books. So, for all those curious, here
How April Writes a Book Read More »
These days crowds gather near ocean shores to watch Space X launch rockets. On January 17, 1955, the crowds were on the banks of the Thames River in Connecticut watching Commander Eugene P. Wilkinson and the crew of USS Nautilus (SSN 571) depart for her first test voyage, powered by a technology unknown less than
Celebrating USS Nautilus (SSN 571) and 70 years of competitive advantage Read More »
Welcome to the new Engine-for-Change. After almost 12 years, it seemed time for an upgrade. This site started in December 2009 with a simple post “Welcome to Engine for Change.” I said: Welcome to Engine-For-Change.com, my new weblog and site for all things related to helping you drive the personal, community or workplace change you
Relaunch of Engine-for-Change Read More »
Here is your PDF of the Competency and Authorization Assessment featured in Change Tactics Tactic 50 – Assess Trust. Authorization-Tiers-Assessment_EFC
Competency and Authorization Assessment Read More »
Here’s an example of a Relay Team Coordination Worksheet. This example highlights only a portion of the team that built the beyond accessible playground at Evergreen Rotary Park in Bremerton, Washington. It is offered here as a simple example that shows while many of us were part of the team throughout, we weren’t all running
Relay Team Coordination Worksheet Read More »
Responsibility is a unique concept… You may share it with others, but your portion is not diminished. You may delegate it, but it is still with you… If responsibility is rightfully yours, no evasion, or ignorance or passing the blame can shift the burden to someone else. Unless you can point your finger at the
Middle Managers. That’s the most often given answer to the question, “Who most resists change in your organization?” It would be easy to go along with the crowd and turn middle managers into the villains of our change story, but something doesn’t seem right. It seems too easy to scapegoat them, individually and collectively. Instead,
Middle Managers: Life in the Diamond Zone Read More »
Conventionally powered change runs on the force of driving people. It takes years, has a high failure rate (sources vary in the actual %, but individual experience can attest that it fails more often than we’d like) and leaves you depleted of funds, morale, and good will. Unconventional change runs on driving change. It takes weeks
Change: What makes it run? What keeps it running? Read More »
