Overcoming Resistance? The Rapid Results Method by Schaffer

Change Management (Iceberg)
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Change Management (Iceberg) > Best Practices

Eben Enslin
I have recently come across the interesting "Rapid Results" method of implementing change by Robert H. Schaffer ('Rapid Results!' (2005)). A Rapid Results project, in short, is an adrenaline-charged change, fast-moving, exciting, energizing, and ultimately transforming process. An Rapid Results project tackles large-scale change efforts through a series of small-scale, results-producing and momentum-building initiatives. The Rapid Results process unleashes and enhances implementation capacity. It also translates intent into action to achieve results within a short period of time (75-100 days). The benefits of the Rapid Results methodology include overcoming resistance to change and creating a driving force for change. It also accelerates learning and discovery and reduces hidden risks inherent in long-term strategies. RR projects are small pilot efforts that need to be carefully selected and designed to meet the following key criteria: 1. Focuses on an important goal. 2. Produces (...) Read more? Sign up for free

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  santiago, HR Consultant, Angola
 

Rapid Results helps Long Term

I liked your posting and agree with the methodolog (...)

 
More on Change Management (Iceberg)
Summary
Forum
🔥Dealing with Toxic Employees
Achieving Change at the Individual Level
Why You should Embrace Change
Best Practices
🥇Reasons and Motives to Resist Change
🥈The ADKAR model by Prosci
🥉How to Make Employees LOVE Change?
What are the Reasons for Change?
Hidden Resistance to Change
Bad Change Management Examples
Transparancy Needed in Change Management
Is it Possible to Manage Change If the Right Approaches Are NOT Used?
What Leadership Style Reduces Resistance?
What Punishment for Unwilling Employees?
6 Images of Managing Change (Palmer, Dunford and Akin)
My Way to Deal with Resistance to Change
Dealing with Change is Not Always Problematic
Engage the Opponents
Types of Change and Corresponding Resistance Levels
Automatic Defense Mechanisms to Change
Avoiding Resistance to Change
Characteristics of Organizations That are Open to Change
Managing Change is in the Essence of Management
Categories of People Involved in Change
Create Involvement and Communicate the Strategic Need to Change
Good Change Management Examples
Human Factors in Change Management
Overcoming Resistance? The Rapid Results Method by Schaffer
Change is Most of the Times Selfish
Communicating Change to Top Management
Ethics in Change Management
Managing the Change Within Oneself
Who Moved my Cheese?
Equilibrium of System
Special Interest Group Leader

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Change Management (Iceberg)
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