Change to Drive Changes

Posted on 25. May, 2011 by in Blog, Change Management, Transitions

Enough Already!

I hate it when I have to “eat my own dog food.”

For the past two months I’ve been in change mode, but this time, for ME.

It’s so much easier to help others change. Don’t you think?

I hope you notice, we just launched the new website. Yea!

The need to CHANGE sprung from the desire to clarify and simplify. I want it easy for you to quickly see and view offerings, get a true picture of who we are, how we deliver, and provide a broader range of resources for you.  Also, I need an easier way to make updates and add content for all ya’ll when the desire or realization strikes at 12:30am.

Thanks to Umstattd Media – we are LIVE and have met these goals!  Big thanks to Katie, Sam, and Thomas for their patience and creative and analytical solutions.

These site changes are all and more than I expected. All goodness. But instead of doing my usual Happy Feet Dance as I see the light at the end of a project, I’m a little grumpy. Why?

Makes no sense.

Or maybe it does make sense and I get to laugh at myself – again.

It’s because I have to change.

Change process, tools, application integration, registration, and many other itty- bitty things that really don’t matter but do – because I have to change how I use them.  Outlook vs Gmail; phone to Facebook to Twitter and back out again. The list seems long and yet I know in about 2 more weeks, I’ll have the IT equivalent of postpartum amnesia and will wonder what all the fuss was about.

So, I’ll tell the truth and confess:

I like changes. Love new adventures. Can’t wait till I can put new ideas into motion, as long as I don’t have to change anything.

Ahhh – good to be back online!

What about you?  What do you like and not like about  making changes?


Posted on 24. Aug, 2010 by in Blog, Coaching, Transitions

Transitions are just plain challenging.

Change is:

Going to Happen


Hoped For






“E.”….. ALL  the ABOVE!

What to do?

Many focus on the CHANGE and neglect the TRANSITION that has to occur to make the change happen.

The first steps?

  1. Realize that transition is needed.  It’s a process to incorporate the change into where you are now to create where you want to be.
  2. Create a mental link from what you want to happen to what you are doing now.   ‘Gotta know why before you try.’
  3. Map out the “Baby Steps” you need each day to support your change.
  4. Connect with a partner. Tell that person what you want to focus on – create self accountability to propel yourself forward.

It’s not easy, but you can do it.

Join Mary DeMuth, Lauraine Snelling and Holley Gerth as they talk about transitions from their perspectives. Gain  new insights and energy to address your own.

Blind Spots – Who Me?

Posted on 07. Apr, 2010 by in Blog, Change Management, Transitions

I can see it, I can see it!

I can see it, I can see it!

It happened again.

I was deep into a conversation discussing a transition challenge with a client over the phone.  The issue was complex and paying attention was definitely required.  We decided to sync calendars and find a time to meet. I thought viewing the calendar on my cell phone would be the fastest and least distracting method to set up the appointment, so I began to look for the phone as we continued to talk.

I couldn’t find it anywhere.

Where had I put it? Did I lose it?  I checked all around me.  Purse, desk – even the trash can. Now I was mentally multi-tasking and not laser focused as I needed to be. I finally gave up looking and set the meeting time up via computer. As we said our goodbyes, I found the cell phone.

I was talking on it!

As I leaned over in the chair laughing at myself, the expression, “as plain as the nose on your face” popped into mind. I was so focused on the conversation; I missed the critical data right in front of me – that I was holding the phone. This happens more than we might realize – or admit… [C’mon, I’ve heard some of your stories and know I’m not the only one…]

Psychologists call this phenomenon:

scotoma [skɒˈtəʊmə]

A mental blind spot; inability to understand or perceive certain matters

When working through a change process or mapping out a transition plan for people, sometimes mental blind spots or hidden bias are the worst enemies.  Blind spots are a partiality (point of view, not prejudice) that can be apparent to others but are mostly hidden from our vantage point. These areas are generated from predisposition (bias) about what we expect to occur or see.

When change has to happen quickly, efficiently, and stick the first time – blind spots can derail the process if unaddressed.  Steps or vital communication can be left out.  People may not be included that need to be.  As the end goal is reached, you might have to play catch-up and go back into the process to deal with the areas affected by the blind spot.

If time is of the essence, one way to deal with blind spots is to partner with a trusted adviser that can see areas you cannot.  A Complementary Opposite. Someone who can be back-to-back with you; providing data and insights in areas you cannot see for the betterment of the change project and end result.  Once you find this person, ask questions and listen to what is shared.

Over time, as your complementary opposite sheds light on blind spots, they become easier to recognize. In the meantime, your change initiative has a better chance to stick the first time.

Have you ever had a complementary opposite help you succeed where you might have failed otherwise?

Was it difficult to just listen to the feedback and not argue about how right you really were?