I've been working on a new training program for managers of people at Kinetix - on Change Management.  It's part of the BOSS Training series.

Change Management is a pretty hard topic on which to keep managers engaged.  So instead of making it incredibly theoretical, we're taking a page from the software development industry and talking about Change Agile - bringing Agile principles to your change efforts.

What does that mean? Well, the first thing it means is that you don't get to tell people what to do related to the change that needs to occur.  Change Agile is about managers engaging their teams on a team vision, project or perhaps just something that's broken - bringing their teams into the idea process to unlock the innovative powers of a team.  After an idea is selected, agile suggests that you have to run tests that are as small as possible to make sure the idea you selected actually works before layering too much complexity into your solution.

Here's a free exercise from the training. This one's from a tour of traditional change management theories including Kotter, The Rogers Adoption Curve, the ADKAR model and the Satir model. Mix all those theories together and you can start to make great assumptions about why some people pick up on the change being presented quickly, as well as why others are happy to stay in the shadows. 

You can run the exercise below referencing a technology change at your company (which almost everyone has had, right?) or use change that is very specific to your company - your products, services, etc.

Feel free to use this one - and let us know if you want to talk about what we do with the BOSS training series for managers.