Series of Tools for Change - Guide No 1

Posted by | September 14, 2011 | Other Blog Posts | 2 Comments

Image thanks to David Cooperrider

I’ve been in more change management workshops than I care to remember which eulogise about “Being the Change you Want to See” (Ghandi).  A call to action it might well be but more often than not, I then return to team and/or organisations that don’t really know HOW to make the change they want, actually happen on the ground.  I will provide a short series of tools and techniques here that will, in a small way, start to fill that gap.  I say start because, the proof of the pudding is in the eating, and it’s not until you actually TAKE ACTION and put these into effect in some way, that they will begin to show a return. For starters, here’s a brief introduction to Appreciative Inquiry, a method which aims to pull the future into the present via 4 easy to remember steps.  It’s equally easy to implement so why not have a go?

The theory is all well and good, but if you want to invest in 3 short hours to start putting this into practice, give me a call on 07932 641313 soon.  Enjoy and watch out for Guide No 2 next week.  In the meantime, let me know what you think of Guide No 1 by leaving a comment. It’s always good to talk 🙂

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Sharon Davidson
Organisational development professional specialising in personal, team and whole organisation improvement. Full range of OD tools and techniques available including: Belbin team role analysis; learning style inventories; 360 degree feedback; cultural assessments; personality psychometrics; strategic planning and workshop facilitation. (This list is not exhaustive!)

Improvement is everyone's concern: +44 1550 720902 will start that process today.


  • Peggy Edwards says:

    I am going to use this at a personal level to set my own goals and aspirations. I am also going to use this as the basis for a ‘sell’ to my boss of a change in a process before I hit with the actual document so I can set the scene, thanks for the tips.

  • Aresko says:

    What a great idea. Let us know how it goes, good and bad 🙂

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