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| List of Figures | |
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| Becoming a Change Agent | |
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| How Can I Make a Difference? | |
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| Six Critical Question About Becoming a Change Agent | |
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| Change Agent Blueprint | |
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| Conclusion | |
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| Beyond the Smoke and Mirrors | |
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| Understanding and Managing Change | |
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| Types of Change | |
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| Purpose of Change | |
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| Organizational Culture and Change | |
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| Barriers to Change | |
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| Myths of Organizational Change | |
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| Managing the Change Process: An Eleven-Step Model | |
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| Conclusion | |
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| Maneuvering Through the Change Curve | |
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| The Change Curve | |
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| Understanding and Dealing with Resistance | |
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| Conclusion | |
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| Beware of Flying Monkeys and Poison Poppies | |
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| What Are Flying Monkeys, Anyway? | |
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| Types of Flying Monkeys | |
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| Flying Monkey Business | |
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| Flying Monkeys Can Be a Good Thing... Really! | |
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| Flying Monkey Management | |
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| The Lure of the Poison Poppies | |
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| Conclusion | |
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| Philosophy, Practice, and Responsibilities of a Change Agent | |
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| Change Agent's Philosophy: Embracing Employee Development and Motivation | |
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| Development: Whose Responsibility Is It, Anyway? | |
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| Acquiring a Developmental Philosophy | |
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| Adopting a Motivation Philosophy, Principles, and Strategies that Encourage Change | |
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| Conclusion | |
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| Creating a Climate for Change | |
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| Creating a Work Environment Free of Fear | |
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| Demonstrating Respect | |
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| Principles for Creating Climates for Change | |
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| Relationship Skills | |
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| Communication Skills | |
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| Outcomes of a Positive Change Climate | |
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| Conclusion | |
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| Change Agent's Areas of Expertise | |
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| Organizational Knowledge | |
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| Employee Relations | |
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| Partnership Building | |
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| Learning Enhancement | |
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| Performance Management | |
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| Change Facilitation | |
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| Conclusion | |
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| The Change Agent's Responsibilities | |
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| Demonstrating Organizational Knowledge | |
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| Improving Organizational Communications | |
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| Solving Problems | |
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| Building a Consensus and Commitment for Change | |
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| Facilitating Learning | |
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| Conducting Analysis | |
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| Implementing and Managing Change | |
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| Enhancing Resilience | |
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| Improving Organizational Effectiveness: The Outcome of Change | |
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| Conclusion | |
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| Integrating Resources, Roles, and Competencies | |
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| A Holistic Model for Change Agent Excellence | |
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| The Core Roles as Spheres of Influence | |
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| Performing the Core Roles: Required Personal Competencies | |
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| Holistic Model for Change Agent Excellence; Self-Assessment | |
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| Business Partner | |
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| Operating in the First Core Role: Business Partner | |
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| Stakeholder Relationship Skills | |
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| System Thinking Skills | |
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| Organizational Analysis Skills | |
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| Industry Experience and Technical Skills | |
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| Project Management Skills | |
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| Conclusion | |
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| Servant Leader | |
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| Operating in the Second Core: Servant Leader | |
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| Servantship | |
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| Stewardship | |
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| Value Accountability | |
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| Emotional Empathy | |
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| Humility | |
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| Conclusion | |
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| Change Champion | |
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| Operating in the Third Core Role: Change Champion | |
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| Change Alignment | |
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| Conflict Resolution | |
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| Forthrightness | |
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| Organizational Subordination | |
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| Learning Facilitation | |
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| Conclusion | |
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| Future Shaper | |
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| Operating in the Fourth Core: Future Shaper | |
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| Reflective Learning | |
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| Comfort with Ambiguity | |
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| Gained Wisdom | |
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| Visualization | |
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| Results Engineering | |
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| Conclusion | |
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| References | |
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| Index | |
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| About the Author | |