Re: Re: Introductions

> Unless I'm just very unique, one of the issues for folks may be
> the way most corporate "change management" courses are design.
> In the big companies I've been associated with, I've found that
> the courses are designed to teach employees how to be accepting
> of the inevitable change -- rather than teaching responsible
> introduction of change, tools for shaping the change, and
> channels for resisting when appropriate.

A friend of mine who is a big fan of Jeanenne La Marsh ("Changing the Way We Change"), says a critical part of communicating the "delta" (the change) is to communicate what will not change (what will remain familiar) in addition to what will change. Sometimes prefacing the parts that will change with the parts that won't is a good "lead in tactic". It gives them something familiar to cling to before presenting the "foreign" element, and gives a basis for understanding and feeling more comfortable with it when it is described.

I know there have been lots of times where I led off a sentence with the wrong words, and nothing afterward was able to be heard because they were still in stress/resistance or recoiling from the first half of the sentence. Sometimes when I've said "I'm not comfortable with ..." all the other person heard was everything before the "..."

-- 
Brad Appleton <[email protected]> www.bradapp.net
  Software CM Patterns (www.scmpatterns.com)
   Effective Teamwork, Practical Integration
"And miles to go before I sleep." -- Robert Frost

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