How we change what others think, feel, believe and do |
Involvement
Disciplines > Change Management > Creating Change > Involvement Method | Example | Discussion | See also
MethodGet them involved in the change. Invite them to participate in discussions. Give them things to do. ExampleA manager whose cooperation with change is essential is given a leading role where they are co-opted onto the main steering committee and are required to go out to various places in the organization and help persuade others. DiscussionWhen people are a part of something, they bond with it, making it a part of their identity. When they become attached then they attach their fate and objectives with that something. In this way, when they attach themselves to a change, if the change succeeds, they succeed, and vice versa. In some sense, they become the change and the change becomes them -- this is what full bonding is: an undifferentiated merging of identities. See alsoEngagement, Involvement principle, Investment principle, Association principle, Bonding principle, Ownership principle
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Site Menu |
| Home | Top | Quick Links | Settings | |
Main sections: | Disciplines | Techniques | Principles | Explanations | Theories | |
Other sections: | Blog! | Quotes | Guest articles | Analysis | Books | Help | |
More pages: | Contact | Caveat | About | Students | Webmasters | Awards | Guestbook | Feedback | Sitemap | Changes | |
Settings: | Computer layout | Mobile layout | Small font | Medium font | Large font | Translate | |
| Home | Top | Menu | Quick Links | |
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