Achieving Change at the Individual Level

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			              Change Management (Iceberg) > Forum > Achieving Change at the Individual Level
			            
			              Achieving Change at the Individual Level
srinivas, Lecturer, India, Member
It is a known fact that in order to have an effective change implementation at the organisation level you need change at the individual level. Every individual aspiring to implement change spends his energy in the form of planning, debating, deciding, taking action, validating and reviewing etc. Even though the same process is implemented on two different individuals, the effect may not be the same for the 2 individuals.

What are the factors that vary? To enable better innovative change, what process could be used?
For example in Srikalahasti, the custom practice found to be effective by many is the following one:
1. INWARD ORIENTATION (one is supposed to have darshan of patala ganapathy and then pray. Every time when a problem is encountered it is not possible to visit Kalahasti then in its place we can have inward orientation by chanting Narayana Sukta and then firm up the faith chant Mantrapushpam in order to have effective in ward orientation
2. WORK ON PURITY OF INNER BEING. (...) Read more? Sign up for free
			            
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			                  			Changing Individuals to Change Organizations

															FREDDY VILLAVICENCIO, Business Consultant, Venezuela, SIG Leader
(...)
			                  		
			                  			Changes in Culture Begins with Change in Individuals

															srinivas, Lecturer, India, Member
(...)
			                  		
			                  			Culture = Knowledge + Habits + Behavior

															FREDDY VILLAVICENCIO, Business Consultant, Venezuela, SIG Leader
(...)
			                  		
			                  			Foundation of Culture=beliefs+attitudes+values

															srinivas, Lecturer, India, Member
(...)
			                  		
	                              Special Interest Group Leader
	                            
	                              FREDDY VILLAVICENCIO
Business Consultant
	                            
	                            Change Management (Iceberg)
	                          
	                                Summary
	                                ForumReasons and Motives to Resist Change
How to Make Employees LOVE 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?
Dealing with Change is Not Always Problematic
Engage the Opponents
Types of Change and Corresponding Resistance Levels
Avoiding Resistance to Change
Characteristics of Organizations That are Open to Change
Categories of People Involved in Change
Create Involvement and Communicate the Strategic Need to Change
Dealing with Toxic Employees
Good Change Management Examples
Achieving Change at the Individual Level
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?
Why You should Embrace Change
Equilibrium of System

												              Best Practices
												            
		                          	The ADKAR model by Prosci
What are the Reasons for Change?
What Punishment for Unwilling Employees?
6 Images of Managing Change (Palmer, Dunford and Akin)
My Way to Deal with Resistance to Change
Automatic Defense Mechanisms to Change
Managing Change is in the Essence of Management
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