|
The
Excellerator
Think. Plan. Excel.
|
|
|
Greetings!
Happy
Holidays to all! As we close out 2011 many of us are in
the holiday rush. So many things to get done, and seemingly so
little time available. We hope you take a few minutes to enjoy
this newsletter and it provokes some thoughts about what will be
different in 2012.
2011 certainly saw a lot of uncertainty for many of us. One
thing is certain: change will never end. If you are in a
leadership position in your organization, you may be asking yourself
how do I improve things next year.
This question may cause you to ask how do I initiate and sustain
needed changes in an organization. In this issue we discuss
four elements that are essential for any change to flourish.
If you are an individual contributor, these elements can also be used
to help you be successful in making a needed change.
We welcome your feedback or suggestions. If you
would like to provide feedback or suggest topics for future issues,
please click on the email link for Bill, Dave or Susan.
If you think a friend or colleague would benefit from
this newsletter, please send them a copy by clicking on the "Forward email"
link, at the end of the newsletter. That will send them a copy,
but it will not add them to the mailing list.
Finally, if you wish to be removed from our mailing
list, please click on "SafeUnsubscribe"
link at the end of the newsletter.
|
|
  
|
Dave Vogelpohl Bill
Spreitzer Susan Arnold
919-544-3787
919-388-3600
919-840-8351
|
|
|
The 4 C's of Change
By: Dave Vogelpohl
|
Do you find the need to change the way things are going
for you, either personally or professionally, in 2012?
For many of us, as we end one year and begin another, our thoughts
naturally turn to how we'd like to do things differently next year so
that we can improve our situation. After leading
many different organizations through various changes, I've found 4
ingredients which are necessary to allow change to flourish.
I've packaged them into four C's.
- Care: How much do you care about
the change you would like to make? Are you
passionate about needing to make the change and willing to do
what it takes to see it through? Think about the
rewards and consequences of making or not making the
change. Are they sufficiently attractive to
motivate you? Proceeding without sufficient
motivation will lead to frustration for you and your
organization.
- Capability: Do you know how to make the
change? Do you have the skills and knowledge within
you or your organization to effectively plan and implement the
desired change? If not, where can you acquire what
you need?
- Capacity: Do you have enough time and
resources to make the change? Don't kid yourself;
change requires a lot of energy. Embarking on a
change effort without providing sufficient resources in terms of
time and talent, will starve the change initiative. Think
about what you may need to stop doing to free up the resources
in order to plan and implement the change. What or
who else do you need to bring in to supplement the resources you
already have? Adding a change initiative on
top of the current resources, which in these days may already be
overburdened, is a sure way to create resentment and kill the
urgency needed to make the change successful.
- Commitment: If you've been able to
appropriately address the first three C's then you're ready for
the fourth one. Commitment is often most difficult
because change is fraught with peril and potential
roadblocks. Many people naturally resist
change. It's often easier to keep doing what you've
always done and expect different results. However,
if you care enough and create a solid plan with the right
resources in place, then regular reviews and attention can keep
you committed to seeing the change through. Don't
forget to plan incremental improvements along the way and put
measurements in place so that these smaller gains can lock in
the commitment to achieve the end result.
Following the 4 C's of change
isn't always easy, just like most things in life that are worth
doing. If you'd like to have a conversation about
how to apply them to your situation, just give us a call.
We'd be glad to help you clarify how you can achieve a better 2012!
Copyright protected, all rights reserved worldwide.
©2011
Dave Vogelpohl - Excellerate Solutions, Inc.
|
|
|
|
|
|
|
We invite you to get to know us better as we talk about how we can
add value to you and your business.
Business Coaching Video
|
|
Visit our enhanced blog with Video.
Video Blog
|
|
Quick Links
|
|
Previous Newsletters
July/Aug 2011
·
The Power of Perspective
·
6 Steps to Achieve the Results you want as a Leader
June 2011
·
Three Ways My Coaching Will Improve Your Life
·
Change: Something Lost, Something Gained
February 2011
- How
to Create a Positively Contagious Attitude
- Do
You Have a Coach?
January 2011
- The
New Normal
- Becoming
an Entrepreneur: Taking a Leap of Faith
December 2010
- Powerful
Resolutions for 2011 and Beyond
- Think
Purple
- Just
Do the Next Right Thing
- Resiliency:
How Well Do You Bounce?
- Your
Board of Advisors
- Three
Circles to Success
- Happiness
Is ...
- Coaching
for Professionals In Career Transition
|
|
Motivational
Quotes
"Leadership
is the ability to get extraordinary achievement from ordinary
people."
Brian
Tracy
"It
takes a deep commitment to change and an even deeper commitment to
grow."
Ralph
Ellison
"The
task of the leader is to get his people from where they are to where
they have not been."
Henry
Kissinger
"Let
go of the past and go for the future. Go confidently in the direction
of your dreams. Live the life you imagined."
Henry
David Thoreau
"A
leader's role is to raise people's aspirations for what they can
become and to release their energies so they will try to get
there."
David R. Gergen
"If
your actions inspire others to dream more, learn more, do more and
become more, you are a leader."
John
Quincy Adams
"Teamwork
is the ability to work together toward a common vision. The ability
to direct individual accomplishments toward organizational
objectives. It is the fuel that allows common people to attain
uncommon results."
Andre Carnegie
|
|
|
