<?xml version='1.0' encoding='UTF-8'?><?xml-stylesheet href="http://www.blogger.com/styles/atom.css" type="text/css"?><feed xmlns='http://www.w3.org/2005/Atom' xmlns:openSearch='http://a9.com/-/spec/opensearchrss/1.0/'><id>tag:blogger.com,1999:blog-4840215295218933933.post4357139826450433226..comments</id><updated>2011-09-04T10:22:38.217+01:00</updated><category term='ethics'/><category term='barcamp'/><category term='systems dynamics'/><category term='tools'/><category term='Zemanta'/><category term='openspace_online'/><category term='news'/><category term='question_circles'/><category term='bug'/><category term='collaboration'/><category term='development'/><category term='elections'/><category term='strategy'/><category term='community'/><category term='nantechnology'/><category term='hosting'/><category term='Virtual Collaboration'/><category term='hunger'/><category term='enterprise20'/><category term='uncertainty'/><category term='Israel'/><category term='case studies'/><category 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term='blogs'/><category term='laptop'/><category term='anarchism'/><category term='whole systems change'/><category term='future'/><category term='competence'/><category term='Kundenorientierung'/><category term='cooperation'/><category term='business'/><category term='advice'/><category term='microloans'/><category term='ashoka'/><category term='seminar'/><category term='storytelling'/><category term='models'/><category term='transformation bangkok_workshop'/><category term='web3.0'/><category term='language'/><category term='grief'/><category term='india'/><category term='teams'/><category term='viral_change'/><category term='learningorganizations'/><category term='NobelPeacePrize'/><category term='construction'/><category term='facilitation'/><category term='nexusforchange'/><category term='Norwegian Nobel Committee'/><category term='integration'/><category term='wc_dresden'/><category term='software'/><category term='#rtvc'/><category term='GPS'/><category term='bloggosphere'/><category term='poznan'/><category term='multilingual change facilitation dictionary and glossary'/><category term='integrity'/><category term='china'/><category term='crowdsourcing'/><category term='w2e'/><category term='crisis'/><category term='virtuality'/><category term='nexuschangemanagement'/><category term='socialdevelopment'/><category term='asia'/><category term='simplicity'/><category term='Did_You_Know'/><category term='media'/><category term='responsibility'/><category term='collectiveintelligence'/><category term='ideology'/><category term='trust'/><category term='changefacilitation'/><category term='changejourney'/><category term='web2expoberlin'/><category term='change'/><category term='skype'/><category term='resistance'/><category term='environment'/><category term='youtube'/><category term='Management'/><category term='socialmedia'/><category term='decentralizarion'/><category term='conference'/><category term='colombia'/><category term='complexity'/><category term='globalization'/><category term='hypnotherapy'/><category term='climate'/><category term='presence'/><category term='meditation'/><category term='empowerment'/><category term='Lebanon'/><category term='benguela'/><category term='activism'/><category term='measuring'/><category term='ggforum2009'/><category term='consulting'/><category term='internet'/><category term='virtual_facilitation'/><category term='resolutionary change'/><category term='ChangeAbility'/><category term='complexity management change'/><category term='corporations'/><category term='science'/><category term='blended_change'/><category term='powerpoint'/><category term='customercare'/><category term='change management'/><category term='Change Management Archetypes'/><category term='recession'/><category term='platform'/><category term='research'/><category term='self_development'/><category term='Steve Cady'/><category term='conspiracy'/><category term='culture'/><category term='ipcc'/><category term='enterprise2.0'/><category term='philanthropy'/><category term='perspectives'/><category term='monitoring'/><category term='communication'/><category term='communities'/><category term='web2expo'/><category term='terrorism'/><category term='Web 2.0'/><category term='MIT'/><category term='organizational_development'/><category term='theoryU'/><category term='passion'/><category term='theory U'/><category term='economics'/><category term='web2.0'/><category term='food'/><category term='dictionary'/><category term='history'/><category term='change_management'/><category term='search'/><category term='cloudcomputing'/><category term='myanmar'/><category term='publication'/><category term='chaos'/><category term='tagging'/><category term='model'/><category term='US'/><category term='myths'/><category term='wikinomics'/><category term='betancourt'/><category term='merger'/><title type='text'>Comments on Change Management Blog: Guest Blog: Strategic Change Management</title><link rel='http://schemas.google.com/g/2005#feed' type='application/atom+xml' href='http://www.change-management-blog.com/feeds/4357139826450433226/comments/default'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default'/><link rel='alternate' type='text/html' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html'/><author><name>Holger Nauheimer</name><uri>http://www.blogger.com/profile/03294286240999877515</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='21' src='http://www.change-facilitation.org/img/holger_nauheimer.jpg'/></author><generator version='7.00' uri='http://www.blogger.com'>Blogger</generator><openSearch:totalResults>4</openSearch:totalResults><openSearch:startIndex>1</openSearch:startIndex><openSearch:itemsPerPage>25</openSearch:itemsPerPage><entry><id>tag:blogger.com,1999:blog-4840215295218933933.post-6444689621498091434</id><published>2011-06-30T09:23:30.157+01:00</published><updated>2011-06-30T09:23:30.157+01:00</updated><title type='text'>Many executives who initially think they need a ma...</title><content type='html'>Many executives who initially think they need a management consultant ultimately decide to deploy an &lt;a href="http://www.manatnet.com" rel="nofollow"&gt;interim manager&lt;/a&gt;. A recent survey of 100 senior directors in UK companies showed that 78% felt that interim managers offer clear advantages over management consultants.</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/6444689621498091434'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/6444689621498091434'/><link rel='alternate' type='text/html' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html?showComment=1309422210157#c6444689621498091434' title=''/><author><name>John Davis</name><uri>http://www.blogger.com/profile/02135172396362686454</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='http://img2.blogblog.com/img/b16-rounded.gif'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html' ref='tag:blogger.com,1999:blog-4840215295218933933.post-4357139826450433226' source='http://www.blogger.com/feeds/4840215295218933933/posts/default/4357139826450433226' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-1639617592'/></entry><entry><id>tag:blogger.com,1999:blog-4840215295218933933.post-2949134320221511735</id><published>2011-06-29T12:06:55.855+01:00</published><updated>2011-06-29T12:06:55.855+01:00</updated><title type='text'>Dear Andrew what you say about &lt;a href="http://www...</title><content type='html'>Dear Andrew what you say about &lt;a href="http://www.manatnet.com" rel="nofollow"&gt;Interim management&lt;/a&gt; ?</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/2949134320221511735'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/2949134320221511735'/><link rel='alternate' type='text/html' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html?showComment=1309345615855#c2949134320221511735' title=''/><author><name>Mubashir Shafi</name><uri>http://www.blogger.com/profile/12020227331782482677</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='http://img2.blogblog.com/img/b16-rounded.gif'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html' ref='tag:blogger.com,1999:blog-4840215295218933933.post-4357139826450433226' source='http://www.blogger.com/feeds/4840215295218933933/posts/default/4357139826450433226' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-1996259025'/></entry><entry><id>tag:blogger.com,1999:blog-4840215295218933933.post-5411098281682395569</id><published>2009-09-22T19:30:41.798+01:00</published><updated>2009-09-22T19:30:41.798+01:00</updated><title type='text'>I agree with andrew. This is a good example of how...</title><content type='html'>I agree with andrew. This is a good example of how a fresh pair of eyes can help, but what are the &lt;a href="http://blog.leadingresources.com/79/our-change-management-model" rel="nofollow"&gt;change management model&lt;/a&gt; principles to follow here?</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/5411098281682395569'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/5411098281682395569'/><link rel='alternate' type='text/html' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html?showComment=1253644241798#c5411098281682395569' title=''/><author><name>Eric Douglas</name><uri>http://blog.leadingresources.com/79/our-change-management-model</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='http://img1.blogblog.com/img/blank.gif'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html' ref='tag:blogger.com,1999:blog-4840215295218933933.post-4357139826450433226' source='http://www.blogger.com/feeds/4840215295218933933/posts/default/4357139826450433226' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-2026570076'/></entry><entry><id>tag:blogger.com,1999:blog-4840215295218933933.post-4597123969068934959</id><published>2009-05-13T21:38:00.000+01:00</published><updated>2009-05-13T21:38:00.000+01:00</updated><title type='text'>While it's always nice to hear good news, I strugg...</title><content type='html'>While it's always nice to hear good news, I struggle with this post somewhat.  It seems to assume that the change was an entirely technical one.&lt;br /&gt;&lt;br /&gt;There are some good practices to glean from this, such as the value of an outside pair of eyes, but it speaks nothing to the more complex human side that must have accompanied this transplant.  How was this organization poised to support changes being driven by a new member?  What evidence is there that the new processes will stick?</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/4597123969068934959'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4840215295218933933/4357139826450433226/comments/default/4597123969068934959'/><link rel='alternate' type='text/html' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html?showComment=1242247080000#c4597123969068934959' title=''/><author><name>Andrew</name><uri>http://www.blogger.com/profile/16774855042572343164</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='27' src='http://1.bp.blogspot.com/_K2iQBTtA3jU/Sbe9r4Ww2AI/AAAAAAAAABc/raji0mcAnKs/S220/Andrew.png'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.change-management-blog.com/2009/05/strategic-change-management.html' ref='tag:blogger.com,1999:blog-4840215295218933933.post-4357139826450433226' source='http://www.blogger.com/feeds/4840215295218933933/posts/default/4357139826450433226' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-407455901'/></entry></feed>
