https://simplecast.com Change by Attraction Join Esther Derby, author of 7 Rules for Positive Productive Change: Micro Shifts, Macro Results for Change by Attraction--because you don't have to push, prod, persuade or punish people to create change in your organization. This podcast is for people who want to bring change to their team, department, or organization-- whether or not they have change management in their job title. Listen strategies, stories of success, and stories of mess. I'll talk about what makes change possible in modern organizations. You’ll gain insights and inspiration you can use. Check in on the last Wednesday of every other month for new episodes. I've got several intense projects going on, so I'm switching to bi-monthly for a while. Join my online course Change by Attraction to hone your ability to catalyze change. https://estherderby.teachable.com/p/change-by-attraction-live 2020-2023 Esther Derby en Wed, 24 Sep 2025 05:00:00 +0000 Wed, 24 Sep 2025 05:00:14 +0000 https://changebyattraction.simplecast.com Change by Attraction https://image.simplecastcdn.com/images/3fb29d96-cba1-470a-a125-cc1fb16562b5/af9d5bc4-8d2d-4d25-99aa-29c29004320b/3000x3000/cba-pod-art.jpg?aid=rss_feed https://changebyattraction.simplecast.com episodic Join Esther Derby, author of 7 Rules for Positive Productive Change: Micro Shifts, Macro Results for Change by Attraction--because you don't have to push, prod, persuade or punish people to create change in your organization. This podcast is for people who want to bring change to their team, department, or organization-- whether or not they have change management in their job title. Listen strategies, stories of success, and stories of mess. I'll talk about what makes change possible in modern organizations. You’ll gain insights and inspiration you can use. Check in on the last Wednesday of every other month for new episodes. I've got several intense projects going on, so I'm switching to bi-monthly for a while. Join my online course Change by Attraction to hone your ability to catalyze change. https://estherderby.teachable.com/p/change-by-attraction-live Esther Derby false https://feeds.simplecast.com/O2h6jdM1 leading change, change artist, change agent, change leadership, management, managing change, organizational dynamics, agile, change, complexity, leadership, organizational change, emergent change Esther Derby esther@estherderby.com d9227725-7196-4c6e-b4ea-8ddf8aa517c4 Voice It is not always easy to speak up in organizations. People may think twice before brining up ideas, issues, risks, concerns.  They may wonder,  Will the boss take it the wrong way? Will I get  picked to pieces in public?  Does the manager only listen to senior people?  If the answer to any of those questions is “Yes,” the organization is going to miss out on useful information.

In this podcast, I discuss the importance of voice and three things that you can do—form a position of formal or informal power—to make it easier for people to speak up.

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]]> Wed, 24 Sep 2025 05:00:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/voice-rR4nDuMc It is not always easy to speak up in organizations. People may think twice before brining up ideas, issues, risks, concerns.  They may wonder,  Will the boss take it the wrong way? Will I get  picked to pieces in public?  Does the manager only listen to senior people?  If the answer to any of those questions is “Yes,” the organization is going to miss out on useful information.

In this podcast, I discuss the importance of voice and three things that you can do—form a position of formal or informal power—to make it easier for people to speak up.

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]]> Voice Esther Derby 00:13:52 It is not always easy to speak up in organizations. People may think twice before brining up ideas, issues, risks, concerns. They may wonder, Will the boss take it the wrong way? Will I get picked to pieces in public? Does the manager only listen to senior people? If the answer to any of those questions is “Yes,” the organization is going to miss out on useful information.

In this podcast, I discuss the importance of voice and three things that you can do—form a position of formal or informal power—to make it easier for people to speak up. It is not always easy to speak up in organizations. People may think twice before brining up ideas, issues, risks, concerns. They may wonder, Will the boss take it the wrong way? Will I get picked to pieces in public? Does the manager only listen to senior people? If the answer to any of those questions is “Yes,” the organization is going to miss out on useful information.

In this podcast, I discuss the importance of voice and three things that you can do—form a position of formal or informal power—to make it easier for people to speak up. modern management, management, types of problems, change the information environment, voice, information pipeline, leadership, speaking up false full 31 4e9d41f6-0737-4644-9015-430ec4fe8e62 Change and Churn When leaders decided to make a change, they hope it will improve performance. But, while it may do so, there’s almost always a dip. Maybe a small dip, but sometimes a large one. When that happens, the first impulse is to make another change. And then you’ve got churn.

Sorry this episode is late!  I had a bad cold and wasn't up to recording.  

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]]> Wed, 8 Mar 2023 06:05:00 +0000 esther@estherderby.com (Produced by Chris Handsone) https://changebyattraction.simplecast.com/episodes/change-and-churn-okPp6Tla When leaders decided to make a change, they hope it will improve performance. But, while it may do so, there’s almost always a dip. Maybe a small dip, but sometimes a large one. When that happens, the first impulse is to make another change. And then you’ve got churn.

Sorry this episode is late!  I had a bad cold and wasn't up to recording.  

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]]> Change and Churn Produced by Chris Handsone 00:10:27 When leaders decided to make a change, they hope it will improve performance. But, while it may do so, there’s almost always a dip. Maybe a small dip, but sometimes a large one. When that happens, the first impulse is to make another change. And then you’ve got churn. When leaders decided to make a change, they hope it will improve performance. But, while it may do so, there’s almost always a dip. Maybe a small dip, but sometimes a large one. When that happens, the first impulse is to make another change. And then you’ve got churn. 7 rules for change, churn, leading change, organizational change, chaos, esther derby, performance dip, change chaos, change by attraction false full 30 3d3ec1f7-2c9e-440e-9527-c71f0b2d1963 Reduce Friction Why don’t ppl want to change?   I hear this question a lot.  

The assumption behind the question is clear: the impediments to change exist within people. But there's often friction in the context....situations that counter-motivate change.  I find it more useful to ask: "How to reduce the friction for people to change?"

I'll talk about some of the sources of friction, and what you can do about them, in this episode.

For more on the adoption of antiseptic practices (ad other really interesting ideas about change, see Slow Ideas, by Atul Gawande. 

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]]> Wed, 28 Dec 2022 06:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/reduce-friction-eh1R7deL Why don’t ppl want to change?   I hear this question a lot.  

The assumption behind the question is clear: the impediments to change exist within people. But there's often friction in the context....situations that counter-motivate change.  I find it more useful to ask: "How to reduce the friction for people to change?"

I'll talk about some of the sources of friction, and what you can do about them, in this episode.

For more on the adoption of antiseptic practices (ad other really interesting ideas about change, see Slow Ideas, by Atul Gawande. 

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]]> Reduce Friction Esther Derby 00:12:16 Why don’t ppl want to change? I hear this question a lot.

 The assumption behind the question is clear: the impediments to change exist within people. But there's often friction in the context....situations that counter-motivate change. I find it more useful to ask: "How to reduce the friction for people to change?" I'll talk about some of the sources of friction, and what you can do about them, in this episode. Why don’t ppl want to change? I hear this question a lot.

 The assumption behind the question is clear: the impediments to change exist within people. But there's often friction in the context....situations that counter-motivate change. I find it more useful to ask: "How to reduce the friction for people to change?" I'll talk about some of the sources of friction, and what you can do about them, in this episode. change, change leadership, resistance to change, organizational change, esther derby, why don't people change, make change easy, resistance false full 29 dd7d380e-b871-4ab3-bdf8-79404ab826d9 Blame or Curiosity Blame shuts down problem-solving. Curiosity leads to greater insight. But the response to problems is often the former.

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]]> Thu, 27 Oct 2022 04:30:00 +0000 esther@estherderby.com (Produced by Chris Handsone) https://changebyattraction.simplecast.com/episodes/blame-or-curiosity-rw4Pf5wZ Blame shuts down problem-solving. Curiosity leads to greater insight. But the response to problems is often the former.

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]]> Blame or Curiosity Produced by Chris Handsone 00:08:14 Blame shuts down problem-solving. Curiosity leads to greater insight. But the response to problems is often the former. Blame shuts down problem-solving. Curiosity leads to greater insight. But the response to problems is often the former. change, management, change leadership, blame, organizational change, curiosity, leadership, organizational culture, 7 rules for positive productive change, change artistry false full 28 ee45bbc5-0a57-4a9d-b9b2-197a05418213 Status and Help You may think someone else needs to change. But approaching that topic is a delicate matter. If they haven't invited your input, your advice is likely to cause a rupture, especially when hierarchy is involved. 

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]]> Wed, 28 Sep 2022 05:05:00 +0000 esther@estherderby.com (Produced by Chris Handsone) https://changebyattraction.simplecast.com/episodes/status-and-help-AsCFBO_7 You may think someone else needs to change. But approaching that topic is a delicate matter. If they haven't invited your input, your advice is likely to cause a rupture, especially when hierarchy is involved. 

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]]> Status and Help Produced by Chris Handsone 00:09:51 You may think someone else needs to change. But approaching that topic is a delicate matter. If they haven't invited your input, your advice is likely to cause a rupture, especially when hierarchy is involved. You may think someone else needs to change. But approaching that topic is a delicate matter. If they haven't invited your input, your advice is likely to cause a rupture, especially when hierarchy is involved. 7 rules for change, leading change, change, status and help, organizational change, esther derby, hierarchy, influencing change, change by attraction false full 27 9a4d1bc0-886e-4f52-976d-d80af185dd4f Shifting Focus Changing the paradigms—beliefs and assumptions about how things work—can be powerful in changing systems. But how can you do that?  Sometimes it as simple as shifting what people focus on.   

If you are interested in learning more about the SEEM model, drop me an email and I'll send you a copy of the paper where I first published it.  esther at estherderby dot com.

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]]> Wed, 31 Aug 2022 17:25:00 +0000 esther@estherderby.com (Produced by Chris Handsone) https://changebyattraction.simplecast.com/episodes/shifting-focus-i0RlRUl8 Changing the paradigms—beliefs and assumptions about how things work—can be powerful in changing systems. But how can you do that?  Sometimes it as simple as shifting what people focus on.   

If you are interested in learning more about the SEEM model, drop me an email and I'll send you a copy of the paper where I first published it.  esther at estherderby dot com.

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]]> Shifting Focus Produced by Chris Handsone 00:08:34 Changing the paradigms—beliefs and assumptions about how things work—can be powerful in changing systems. But how can you do that? Sometimes it as simple as shifting what people focus on. Changing the paradigms—beliefs and assumptions about how things work—can be powerful in changing systems. But how can you do that? Sometimes it as simple as shifting what people focus on. 7 rules for change, work environment, shifting focus, leading change, change, management, systems change, organizational change, esther derby, leadership, paradigms, change by attraction false full 26 ab48bc53-a3b9-4c8d-afe3-46ad67b7a9be Paradigms Systems reflect the beliefs and assumptions of the ppl & societies who create them. Changing those beliefs is a powerful way to change a system. So, it follows, if we want to change management, we need to look at the beliefs and assumptions behind the dominant system of management.

 

Donella Meadow's Leverage Points: Places to Intervene in a System

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]]> Thu, 28 Jul 2022 05:05:00 +0000 esther@estherderby.com (Producer: Chris Handsone) https://changebyattraction.simplecast.com/episodes/paradigms-Cr5R_uQ6 Systems reflect the beliefs and assumptions of the ppl & societies who create them. Changing those beliefs is a powerful way to change a system. So, it follows, if we want to change management, we need to look at the beliefs and assumptions behind the dominant system of management.

 

Donella Meadow's Leverage Points: Places to Intervene in a System

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]]> Paradigms Producer: Chris Handsone 00:09:59 Systems reflect the beliefs and assumptions of the ppl & societies who create them. Changing those beliefs is a powerful way to change a system. So, it follows, if we want to change management, we need to look at the beliefs and assumptions behind the dominant system of management. Systems reflect the beliefs and assumptions of the ppl & societies who create them. Changing those beliefs is a powerful way to change a system. So, it follows, if we want to change management, we need to look at the beliefs and assumptions behind the dominant system of management. paradigm change, history of management, modern management, system assumptions, management, organizational change, esther derby, assumptions behind management, leverage points to intervene in a system, system influencers, change by attraction false full 25 c1a6b6a9-617e-46af-8e2d-4be2831c52ec In the Zone Even when you have a big idea, you get there with little steps. This isn’t always satisfying to people who are in a hurry. It is understandable that people want big results and want them fast. But it doesn’t work that way. You have to cross the zone.

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]]> Wed, 29 Jun 2022 22:45:03 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/in-the-zone-G08uS5Ci Even when you have a big idea, you get there with little steps. This isn’t always satisfying to people who are in a hurry. It is understandable that people want big results and want them fast. But it doesn’t work that way. You have to cross the zone.

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]]> In the Zone Esther Derby 00:10:57 Even when you have a big idea, you get there with little steps. This isn’t always satisfying to people who are in a hurry. It is understandable that people want big results and want them fast. But it doesn’t work that way. You have to cross the zone. Even when you have a big idea, you get there with little steps. This isn’t always satisfying to people who are in a hurry. It is understandable that people want big results and want them fast. But it doesn’t work that way. You have to cross the zone. 7 rules for change, change, landing zones, organizational change, esther derby, complex change, implicit knowledge, explicit knowledge, zone of proximal development false full 24 328d1e01-9f35-4506-852d-f319d0971928 Trust There are a handful of things, that if you manage to shift them, you can start a cascade of goodness in your organization. Trust is one of them.

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]]> Wed, 25 May 2022 17:05:00 +0000 esther@estherderby.com (Produced by Chris Handsone) https://changebyattraction.simplecast.com/episodes/trust-LNU9ndLH There are a handful of things, that if you manage to shift them, you can start a cascade of goodness in your organization. Trust is one of them.

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]]> Trust Produced by Chris Handsone 00:08:49 There are a handful of things, that if you manage to shift them, you can start a cascade of goodness in your organization. Trust is one of them. There are a handful of things, that if you manage to shift them, you can start a cascade of goodness in your organization. Trust is one of them. trust tax, change, management, organizational change, benefits of trust, trust, leadership, trust dividend false full 23 febc1bb9-76ba-40b2-8191-76dc6bcd9517 This Over That In the course of observing, leading, and participating in many organizational changes, I’m discovering how to nurture change… in ways that are  more effect than many of the prevalent methods.

Related: 

https://www.estherderby.com/the-forest-succession-principle/

 

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]]> Wed, 27 Apr 2022 05:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/this-over-that-Wt_GGs7m In the course of observing, leading, and participating in many organizational changes, I’m discovering how to nurture change… in ways that are  more effect than many of the prevalent methods.

Related: 

https://www.estherderby.com/the-forest-succession-principle/

 

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]]> This Over That Esther Derby 00:10:43 In the course of observing, leading, and participating in many organizational changes, I’m discovering how to nurture change… in ways that are more effect than many of the prevalent methods. In the course of observing, leading, and participating in many organizational changes, I’m discovering how to nurture change… in ways that are more effect than many of the prevalent methods. leading change, change, change leadership, organizational change, conditions for change, complex change, implicit knowledge, agile change false full 22 195dbd9d-070c-4a87-a645-4ad1dd0fb232 Finding the Pattern We experience and respond to events—what’s in front of us now. But often, if we want to change events, we need to take a longer view and see patterns and system dynamics.

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]]> Wed, 30 Mar 2022 05:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/finding-the-pattern-Jsi6NB7e We experience and respond to events—what’s in front of us now. But often, if we want to change events, we need to take a longer view and see patterns and system dynamics.

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]]> Finding the Pattern Esther Derby 00:08:25 We experience and respond to events—what’s in front of us now. But often, if we want to change events, we need to take a longer view and see patterns and system dynamics. We experience and respond to events—what’s in front of us now. But often, if we want to change events, we need to take a longer view and see patterns and system dynamics. complexity, patterns in systems, visualize the system, leading change, change, organizational change, events patterns dynamics, system dynamics, seeing systems false full 21 4c7a257b-4504-4f16-9dac-b69237ac22c8 You Are Your Most Important Tool for Change I talk a lot on this podcast about tiny changes, changing systems and creating environments where something new might emerge. But that involves working with other people. How you show up as a change artist makes a difference. So in this episode, I’m going to talk about use of self—how showing up, empathizing, and connecting matters.

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]]> Wed, 23 Feb 2022 06:05:00 +0000 esther@estherderby.com (Producer: Chris Handsone) https://changebyattraction.simplecast.com/episodes/you-are-your-most-important-tool-for-change-L7hXobUI I talk a lot on this podcast about tiny changes, changing systems and creating environments where something new might emerge. But that involves working with other people. How you show up as a change artist makes a difference. So in this episode, I’m going to talk about use of self—how showing up, empathizing, and connecting matters.

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]]> You Are Your Most Important Tool for Change Producer: Chris Handsone 00:10:03 I talk a lot on this podcast about tiny changes, changing systems and creating environments where something new might emerge. But that involves working with other people. How you show up as a change artist makes a difference. So in this episode, I’m going to talk about use of self—how showing up, empathizing, and connecting matters. I talk a lot on this podcast about tiny changes, changing systems and creating environments where something new might emerge. But that involves working with other people. How you show up as a change artist makes a difference. So in this episode, I’m going to talk about use of self—how showing up, empathizing, and connecting matters. empathy, use of self, leading change, change, change leadership, organizational change, curiosity, observation, nurturing change false full 20 2387d8c3-bbe8-4658-a31d-442de536d99e Micro Shifts We’re trained to think big, to go for that big hairy audacious goals, to go big or go home. But when it comes to making complex changes in your organization, tiny  may be the way to go.

Explore more about micro shifts:

Steering Signals

https://changebyattraction.simplecast.com/episodes/steering-signals

Four Questions for Evaluating Experiments 

https://www.estherderby.com/4-questions-for-evaluating-experiments/

Change Artist Super Powers: Experimentation 
https://www.estherderby.com/change-artist-super-powers-experimentation/

 

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]]> Wed, 26 Jan 2022 06:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/micro-shifts-v5IYeI0E We’re trained to think big, to go for that big hairy audacious goals, to go big or go home. But when it comes to making complex changes in your organization, tiny  may be the way to go.

Explore more about micro shifts:

Steering Signals

https://changebyattraction.simplecast.com/episodes/steering-signals

Four Questions for Evaluating Experiments 

https://www.estherderby.com/4-questions-for-evaluating-experiments/

Change Artist Super Powers: Experimentation 
https://www.estherderby.com/change-artist-super-powers-experimentation/

 

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]]> Micro Shifts Esther Derby 00:10:30 We’re trained to think big, to go for that big hairy audacious goals, to go big or go home. But when it comes to making complex changes in your organization, tiny may be the way to go. We’re trained to think big, to go for that big hairy audacious goals, to go big or go home. But when it comes to making complex changes in your organization, tiny may be the way to go. leading change, nudge, change, experiments, organizational change, micro shifts, complex change, small bets, small change, complex problems false full 19 a4e54ed0-c220-4639-837c-6e338bd40701 Adaptive Capacity Adaptive Capacity is the ability to respond to change—whether that change is an adverse market event, a fabulous opportunity, or learning from experience. Unfortunately, many organizational habits sap adaptive capacity. 

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]]> Wed, 29 Dec 2021 06:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/adaptivecapacity-LsZlizML Adaptive Capacity is the ability to respond to change—whether that change is an adverse market event, a fabulous opportunity, or learning from experience. Unfortunately, many organizational habits sap adaptive capacity. 

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]]> Adaptive Capacity Esther Derby 00:08:55 Adaptive Capacity is the ability to respond to change—whether that change is an adverse market event, a fabulous opportunity, or learning from experience. Unfortunately, many organizational habits sap adaptive capacity. Adaptive Capacity is the ability to respond to change—whether that change is an adverse market event, a fabulous opportunity, or learning from experience. Unfortunately, many organizational habits sap adaptive capacity. organizational learning, adaptive capacity, planning cycles, utilization targets, organizational change, esther derby, slack, learning, over-utilization false full 18 2ae883be-8cea-4650-b34e-9edb51c94694 Contracting Sets the Tone Usually, I talk about how to nurture change, once you are already in a position to do that. In this episode, I’m going to talk about contracting. Because contracting can make the difference between a successful engagement and a disappointing one—whether you are an employee or an external consultant or coach. Contracting sets the tone.

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]]> Wed, 24 Nov 2021 06:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/contracting-sets-the-tone-SNAjLB2E Usually, I talk about how to nurture change, once you are already in a position to do that. In this episode, I’m going to talk about contracting. Because contracting can make the difference between a successful engagement and a disappointing one—whether you are an employee or an external consultant or coach. Contracting sets the tone.

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]]> Contracting Sets the Tone Esther Derby 00:11:35 Usually, I talk about how to nurture change, once you are already in a position to do that. In this episode, I’m going to talk about contracting. Because contracting can make the difference between a successful engagement and a disappointing one—whether you are an employee or an external consultant or coach. Contracting sets the tone. Usually, I talk about how to nurture change, once you are already in a position to do that. In this episode, I’m going to talk about contracting. Because contracting can make the difference between a successful engagement and a disappointing one—whether you are an employee or an external consultant or coach. Contracting sets the tone. 7 rules for change, social contracts, change, coaching, organizational change, esther derby, agreements, consulting, partnership false full 17 c55a0ec7-eeb7-4d0e-a6e0-0d4748fdc09b The Past is in the Present What the organization came from and what it is like now, influence where it can go. Organizations don’t leap forward toward some abstract potential.  They shimmy and mosey to the next best thing they are capable of—based on what is and what has been. 

In this episode I’ll share two of the things I try to learn about when I enter a new organization to understand where they come from:  the latest change, and the persistent stories.

I mention the SEEM model, one of the lenses I use to understand what I’m seeing in organizations. You can download an introduction to the SEEM model here. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 27 Oct 2021 05:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/the-past-in-is-the-present-tr_yFT32 What the organization came from and what it is like now, influence where it can go. Organizations don’t leap forward toward some abstract potential.  They shimmy and mosey to the next best thing they are capable of—based on what is and what has been. 

In this episode I’ll share two of the things I try to learn about when I enter a new organization to understand where they come from:  the latest change, and the persistent stories.

I mention the SEEM model, one of the lenses I use to understand what I’m seeing in organizations. You can download an introduction to the SEEM model here. 

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> The Past is in the Present Esther Derby 00:08:44 What the organization came from and what it is like now, influence where it can go. Organizations don’t leap forward toward some abstract potential. They shimmy and mosey to the next best thing they are capable of—based on what is and what has been. In this episode I’ll share two of the things I try to learn about when I enter a new organization to understand where they come from: the latest change, and the persistent stories. What the organization came from and what it is like now, influence where it can go. Organizations don’t leap forward toward some abstract potential. They shimmy and mosey to the next best thing they are capable of—based on what is and what has been. In this episode I’ll share two of the things I try to learn about when I enter a new organization to understand where they come from: the latest change, and the persistent stories. 7 rules for change, change, organizational change, past influences present, change by attraction false full 16 cc56d515-3b83-48d7-8a87-5afbf1095623 There Are No More Early Adopters of Agile I recently had a fascinating conversation with Matthew Carlson, a senior consultant at Industrial Logic. We talked about what is different about adopting agile methods in 2021 vs. 2001… and how those differences play out for the people who work in organizations and those who hope to help them adopt agile methods.  

Join me and special guest Matthew Carlson for a rich conversation about considering context and respecting the structures and pressures that shape the adoption of not-so-new-innovations.   

Read more about Matthew here: https://www.industriallogic.com/people/matthew/

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 29 Sep 2021 05:05:00 +0000 esther@estherderby.com (https://www.industriallogic.com/people/matthew/, Matthew Carlson) https://changebyattraction.simplecast.com/episodes/no-more-early-adopters-z2hK5Nvl I recently had a fascinating conversation with Matthew Carlson, a senior consultant at Industrial Logic. We talked about what is different about adopting agile methods in 2021 vs. 2001… and how those differences play out for the people who work in organizations and those who hope to help them adopt agile methods.  

Join me and special guest Matthew Carlson for a rich conversation about considering context and respecting the structures and pressures that shape the adoption of not-so-new-innovations.   

Read more about Matthew here: https://www.industriallogic.com/people/matthew/

Visit my website www.estherderby.com.

 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> There Are No More Early Adopters of Agile https://www.industriallogic.com/people/matthew/, Matthew Carlson 00:33:57 I recently had a fascinating conversation with Matthew Carlson, a senior consultant at Industrial Logic. We talked about what is different about adopting agile methods in 2021 vs. 2001… and how those differences play out for the people who work in organizations and those who hope to help them adopt agile methods. Join me and special guest Matthew Carlson for a rich conversation about considering context and respecting the structures and pressures that shape the adoption of not-so-new-innovations. Read more about Matthew here: https://www.industriallogic.com/people/matthew/ I recently had a fascinating conversation with Matthew Carlson, a senior consultant at Industrial Logic. We talked about what is different about adopting agile methods in 2021 vs. 2001… and how those differences play out for the people who work in organizations and those who hope to help them adopt agile methods. Join me and special guest Matthew Carlson for a rich conversation about considering context and respecting the structures and pressures that shape the adoption of not-so-new-innovations. Read more about Matthew here: https://www.industriallogic.com/people/matthew/ crossing the chasm, change, coaching, organizational change, agile, organizational tranformation, agile software development, institutional theory, diffusion of innovation, late adopters false full 15 2bcf7105-d7f2-42a6-b290-2df9eee06626 Empathy Some people think that empathy has no place at work…that work requires hard-nosed logic and checking your emotions at the door. They believe empathy means never hurting anyone’s feelings. 

But empathy doesn’t mean you have to coddle people or feel the same way they do. It means acknowledging other’s feelings, thoughts and view are valid, whether you agree with them or not. Most importantly, empathy smooths the road to forward movement and problem-solving.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 25 Aug 2021 05:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/empathy-DRKqQLzZ Some people think that empathy has no place at work…that work requires hard-nosed logic and checking your emotions at the door. They believe empathy means never hurting anyone’s feelings. 

But empathy doesn’t mean you have to coddle people or feel the same way they do. It means acknowledging other’s feelings, thoughts and view are valid, whether you agree with them or not. Most importantly, empathy smooths the road to forward movement and problem-solving.

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]]> Empathy Esther Derby 00:10:32 Some people think that empathy has no place at work…that work requires hard-nosed logic and checking your emotions at the door. They believe empathy means never hurting anyone’s feelings. But empathy doesn’t mean you have to coddle people or feel the same way they do. It means acknowledging other’s feelings, thoughts and view are valid, whether you agree with them or not. Most importantly, empathy smooths the road to forward movement and problem-solving. Some people think that empathy has no place at work…that work requires hard-nosed logic and checking your emotions at the door. They believe empathy means never hurting anyone’s feelings. But empathy doesn’t mean you have to coddle people or feel the same way they do. It means acknowledging other’s feelings, thoughts and view are valid, whether you agree with them or not. Most importantly, empathy smooths the road to forward movement and problem-solving. 7 rules for change, empathy, empathy and change, levels of empathy, coaching, organizational change, esther derby, cognitive empathy, pov empathy, listening false full 14 dc413cf8-983b-4b74-a0d8-6c34921fea75 Steering Signals When making a change or fixing a problem, most companies consider the outcome they want to achieve—what will be different—and how they’ll measure that. But outcomes can take a long time. In the meanwhile, how do you know things are going the way you hoped?  How do you make adjustments if needed?  That’s where steering signals come in. Interim measures and subtle signs that help you find the way.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 28 Jul 2021 05:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/steering-signals-43gnafbg When making a change or fixing a problem, most companies consider the outcome they want to achieve—what will be different—and how they’ll measure that. But outcomes can take a long time. In the meanwhile, how do you know things are going the way you hoped?  How do you make adjustments if needed?  That’s where steering signals come in. Interim measures and subtle signs that help you find the way.

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]]> Steering Signals Esther Derby 00:10:06 When making a change or fixing a problem, most companies consider the outcome they want to achieve—what will be different—and how they’ll measure that. But outcomes can take a long time. In the meanwhile, how do you know things are going the way you hoped? How do you make adjustments if needed? That’s where steering signals come in. Interim measures and subtle signs that help you find the way. When making a change or fixing a problem, most companies consider the outcome they want to achieve—what will be different—and how they’ll measure that. But outcomes can take a long time. In the meanwhile, how do you know things are going the way you hoped? How do you make adjustments if needed? That’s where steering signals come in. Interim measures and subtle signs that help you find the way. steering signals, outcome measures, organizational change, testing assumptions, observation, interim measures false full 13 3aab0f2e-fe8e-4a5d-bde0-c9e73758c9d7 Listening When you listen, you convey that the other person has something valuable to share—which helps equalize status. If your response indicates you understand the clients world, their confidence in your ability to help grows. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 30 Jun 2021 05:00:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/listening-cyTtvBGV When you listen, you convey that the other person has something valuable to share—which helps equalize status. If your response indicates you understand the clients world, their confidence in your ability to help grows. 

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]]> Listening Esther Derby 00:12:14 When you listen, you convey that the other person has something valuable to share—which helps equalize status. If your response indicates you understand the clients world, their confidence in your ability to help grows. Plus, if you listen to them, they are more likely to listen to you. When you listen, you convey that the other person has something valuable to share—which helps equalize status. If your response indicates you understand the clients world, their confidence in your ability to help grows. Plus, if you listen to them, they are more likely to listen to you. reciprocity and help, change, status and help, listening skills, organizational change, ways of listening, helping, listening false full 12 2da99ac7-bb03-456d-b89f-4a121552c272 Shaping Patterns: Clarity, Conditions, Constraints How do you create an environment for great work? Where healthy self-organization happens? You notice and shape patterns. Patterns are meaningful events that repeat over time—actions and interactions, outcomes and results. That might be teams that flail and fail to deliver results. It might be conflicts that happen over and over. Or people waiting to be told what to do.

But how do you influence those patterns? Training isn’t usually enough. You have to influence the system—attending to Clarity, Conditions, and Constraints.

Download the Managing Complexity Self-Directed Assessment here:  https://academy.estherderby.com/pl/2147504104

 

***Stay in Touch***

Twitter:           @estherderby

FB:                   /EstherDerbyAtWork  

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]]> Wed, 26 May 2021 12:46:50 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/shaping-patterns-clarity-conditions-constraints-7cyEQrts How do you create an environment for great work? Where healthy self-organization happens? You notice and shape patterns. Patterns are meaningful events that repeat over time—actions and interactions, outcomes and results. That might be teams that flail and fail to deliver results. It might be conflicts that happen over and over. Or people waiting to be told what to do.

But how do you influence those patterns? Training isn’t usually enough. You have to influence the system—attending to Clarity, Conditions, and Constraints.

Download the Managing Complexity Self-Directed Assessment here:  https://academy.estherderby.com/pl/2147504104

 

***Stay in Touch***

Twitter:           @estherderby

FB:                   /EstherDerbyAtWork  

Visit my website www.estherderby.com.

 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Shaping Patterns: Clarity, Conditions, Constraints Esther Derby 00:12:13 How do you create an environment for great work? Where healthy self-organization happens? You notice and shape patterns. Patterns are meaningful events that repeat over time—actions and interactions, outcomes and results. That might be teams that flail and fail to deliver results. It might be conflicts that happen over and over. Or people waiting to be told what to do. But how do you influence those patterns? Training isn’t usually enough. You have to influence the system—attending to Clarity, Conditions, and Constraints. Download the Managing Complexity Self-Directed Assessment here: https://academy.estherderby.com/pl/2147504104 ***Stay in Touch*** Twitter: @estherderby FB: /EstherDerbyAtWork How do you create an environment for great work? Where healthy self-organization happens? You notice and shape patterns. Patterns are meaningful events that repeat over time—actions and interactions, outcomes and results. That might be teams that flail and fail to deliver results. It might be conflicts that happen over and over. Or people waiting to be told what to do. But how do you influence those patterns? Training isn’t usually enough. You have to influence the system—attending to Clarity, Conditions, and Constraints. Download the Managing Complexity Self-Directed Assessment here: https://academy.estherderby.com/pl/2147504104 ***Stay in Touch*** Twitter: @estherderby FB: /EstherDerbyAtWork complexity, modern management, leading change, change, management, change leadership, organizational change, constraints, clarity conditions constraints, leadership, managing complexity false full 11 eeafdc9c-53f2-487b-ad0d-3832ca3a28f0 Where to Fix a Problem When there’s an issue in an organization, people have a tendency to focus on fixing the person(s). But there may be other—more effective—ways to fix the problem.

But behavior is a function of people and their environment. And sometimes adjusting the  environment is the easiest, fastest, and most effective way to fix a problem.

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]]> Wed, 28 Apr 2021 17:36:27 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/where-to-fix-a-problem-a_yEjQzz When there’s an issue in an organization, people have a tendency to focus on fixing the person(s). But there may be other—more effective—ways to fix the problem.

But behavior is a function of people and their environment. And sometimes adjusting the  environment is the easiest, fastest, and most effective way to fix a problem.

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]]> Where to Fix a Problem Esther Derby 00:11:13 When there’s an issue in an organization, people have a tendency to focus on fixing the person(s). But there may be other—more effective—ways to fix the problem. But behavior is a function of people and their environment. And sometimes adjusting the environment is the easiest, fastest, and most effective way to fix a problem. When there’s an issue in an organization, people have a tendency to focus on fixing the person(s). But there may be other—more effective—ways to fix the problem. But behavior is a function of people and their environment. And sometimes adjusting the environment is the easiest, fastest, and most effective way to fix a problem. change, fixing organizational problems, management, change leadership, organizational change, lewin's equation, leadership, people + environment false full 10 275560f5-b22b-4c2c-b212-e90af46fec41 Experiencing Change This year, we all experienced changes with the pandemic. On an individual level, the impact ranged from minor blips and stunning upheavals. Organizations had to adapt to remote work. And in this all there is a common thread, the human experience of change.

In March 2020, my state went into lock down due to the pandemic. By June all my in-person workshops for the year evaporated. In this podcast, I trace my journey through old status quo, and chaos...until a transforming idea helped me see a way forward to a new status quo.

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]]> Wed, 31 Mar 2021 21:56:14 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/experiencing-change-SGDEARqN This year, we all experienced changes with the pandemic. On an individual level, the impact ranged from minor blips and stunning upheavals. Organizations had to adapt to remote work. And in this all there is a common thread, the human experience of change.

In March 2020, my state went into lock down due to the pandemic. By June all my in-person workshops for the year evaporated. In this podcast, I trace my journey through old status quo, and chaos...until a transforming idea helped me see a way forward to a new status quo.

Visit my website www.estherderby.com.

 

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]]> Experiencing Change Esther Derby 00:11:44 This year, we all experienced changes with the pandemic. On an individual level, the impact ranged from minor blips and stunning upheavals. Organizations had to adapt to remote work. And in this all there is a common thread, the human experience of change. In March 2020, my state went into lock down due to the pandemic. By June all my in-person workshops for the year evaporated. In this podcast, I trace my journey through old status quo, and chaos...until a transforming idea helped me see a way forward to a new status quo. This year, we all experienced changes with the pandemic. On an individual level, the impact ranged from minor blips and stunning upheavals. Organizations had to adapt to remote work. And in this all there is a common thread, the human experience of change. In March 2020, my state went into lock down due to the pandemic. By June all my in-person workshops for the year evaporated. In this podcast, I trace my journey through old status quo, and chaos...until a transforming idea helped me see a way forward to a new status quo. virginia satir, change, satir change model, practice and integration, organizational change, chaos, experiencing change false full 9 25477165-882e-49ae-a8ee-7673b10b8bda Top Down Change I've lived with five different dogs in my life, and each one has taught me something valuable--including lessons about organizational change.

In this episode I'll share the story of how I imposed a change on my dog...and how her responses mirrored those I see in top down change in organizations. 

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]]> Thu, 25 Feb 2021 02:08:52 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/top-down-change-ViXcA851 I've lived with five different dogs in my life, and each one has taught me something valuable--including lessons about organizational change.

In this episode I'll share the story of how I imposed a change on my dog...and how her responses mirrored those I see in top down change in organizations. 

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]]> Top Down Change Esther Derby 00:08:00 I've lived with five different dogs in my life, and each one has taught me something valuable--including lessons about organizational change. In this episode I'll share the story of how I imposed a change on my dog...and how her responses mirrored those I see in top down change in organizations. I've lived with five different dogs in my life, and each one has taught me something valuable--including lessons about organizational change. In this episode I'll share the story of how I imposed a change on my dog...and how her responses mirrored those I see in top down change in organizations. empathy, top down change, change, change leadership, organizational change, leadership, resistance false full 8 852ef466-1d54-4b29-980a-e64f11bf29fa Power Over | Power With Power is ever present in organizations--and in change. Most change efforts rely on power over--the sorts of power that involve directives and rewards, and some times threats. But you'll get better results using power with. In this episode I'll talk about the sort of power most commonly used in organizations--and why you might not want to use them to accomplish change. 

If you want to learn more, you  read Raven and French's seminal paper, The Bases of Social Power.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Thu, 28 Jan 2021 01:48:24 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/power-over-power-with-ZMYD4lxr Power is ever present in organizations--and in change. Most change efforts rely on power over--the sorts of power that involve directives and rewards, and some times threats. But you'll get better results using power with. In this episode I'll talk about the sort of power most commonly used in organizations--and why you might not want to use them to accomplish change. 

If you want to learn more, you  read Raven and French's seminal paper, The Bases of Social Power.

Visit my website www.estherderby.com.

 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Power Over | Power With Esther Derby 00:12:49 Power is ever present in organizations--and in change. Most change efforts rely on power over--the sorts of power that involve directives and rewards, and some times threats. But you'll get better results using power with. In this episode I'll talk about the sort of power most commonly used in organizations--and why you might not want to use them to accomplish change. Power is ever present in organizations--and in change. Most change efforts rely on power over--the sorts of power that involve directives and rewards, and some times threats. But you'll get better results using power with. In this episode I'll talk about the sort of power most commonly used in organizations--and why you might not want to use them to accomplish change. power, change, management, leadership, organization change false full 7 7e270705-0c41-41c3-94de-51d8ffd49368 The Forest Succession Principle What do forests have to do with organizational change? The ecological process of forest succession shows us that new plant communities take hold when the environment is ripe for them. That each new plant community, in turn alters the environment—making it possible for another plant community to take hold.  And I think that is a very useful way to think about making sustainable changes in organizations. 

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]]> Wed, 30 Dec 2020 23:24:08 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/the-forest-succession-principle-5Bo217e3 What do forests have to do with organizational change? The ecological process of forest succession shows us that new plant communities take hold when the environment is ripe for them. That each new plant community, in turn alters the environment—making it possible for another plant community to take hold.  And I think that is a very useful way to think about making sustainable changes in organizations. 

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]]> The Forest Succession Principle Esther Derby 00:12:42 What do forests have to do with organizational change? The ecological process of forest succession shows us that new plant communities take hold when the environment is ripe for them. That each new plant community, in turn alters the environment—making it possible for another plant community to take hold. And I think that is a very useful way to think about making sustainable changes in organizations. What do forests have to do with organizational change? The ecological process of forest succession shows us that new plant communities take hold when the environment is ripe for them. That each new plant community, in turn alters the environment—making it possible for another plant community to take hold. And I think that is a very useful way to think about making sustainable changes in organizations. organizational change, leadership, sustainable change false full 6 5f1dfa9a-f439-4194-980e-27275e62de12 Influence Convincing someone to do something different isn’t easy. Especially when they’re already working long hours, and the new thing requires effort and learning. When it may not work, or isn’t directly endorsed by their boss, it gets even more difficult. But persuasion isn’t the only way to entice people to try new ideas. In this episode, I’ll explain the difference between persuasion and influence and offer eight ways to influence change.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 25 Nov 2020 06:05:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/influence-YDd61m4L Convincing someone to do something different isn’t easy. Especially when they’re already working long hours, and the new thing requires effort and learning. When it may not work, or isn’t directly endorsed by their boss, it gets even more difficult. But persuasion isn’t the only way to entice people to try new ideas. In this episode, I’ll explain the difference between persuasion and influence and offer eight ways to influence change.

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]]> Influence Esther Derby 00:13:58 Convincing someone to do something different isn’t easy. Especially when they’re already working long hours, and the new thing requires effort and learning. When it may not work, or isn’t directly endorsed by their boss, it gets even more difficult. But persuasion isn’t the only way to entice people to try new ideas. In this episode, I’ll explain the difference between persuasion and influence and offer eight ways to influence change. Convincing someone to do something different isn’t easy. Especially when they’re already working long hours, and the new thing requires effort and learning. When it may not work, or isn’t directly endorsed by their boss, it gets even more difficult. But persuasion isn’t the only way to entice people to try new ideas. In this episode, I’ll explain the difference between persuasion and influence and offer eight ways to influence change. change, organizational change, influence false full 5 7b323253-dd4a-4043-912f-d8818e2eab11 Resistance Words matter. One in particular matters in organizational change: Resistance. The way the term was originally used in the sense of electrical resistances—factors that inhibit the flow of electrons, or in the case of change restraining forces that work to maintain the status quo. 

But most of the time, I hear it as a label--slapped on people who haven’t jumped on the change bandwagon. 

Unfortunately, that label gets in the way. It shuts down curiosity and shuts down learning. In this episode, I’ll talk about the assumptions behind using the term and the organizational costs.

The best way to deal with resistance is to avoid it in the first place. Work by attraction. Let people get their finger prints on the change. 

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]]> Wed, 28 Oct 2020 05:10:00 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/resistance-A9OQ7s93 Words matter. One in particular matters in organizational change: Resistance. The way the term was originally used in the sense of electrical resistances—factors that inhibit the flow of electrons, or in the case of change restraining forces that work to maintain the status quo. 

But most of the time, I hear it as a label--slapped on people who haven’t jumped on the change bandwagon. 

Unfortunately, that label gets in the way. It shuts down curiosity and shuts down learning. In this episode, I’ll talk about the assumptions behind using the term and the organizational costs.

The best way to deal with resistance is to avoid it in the first place. Work by attraction. Let people get their finger prints on the change. 

Visit my website www.estherderby.com.

 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Resistance Esther Derby 00:12:34 Words matter. One in particular matters in organizational change: Resistance. The way the term was originally used in the sense of electrical resistances—factors that inhibit the flow of electrons, or in the case of change restraining forces that work to maintain the status quo. But most of the time, I hear it as a label--slapped on people who haven’t jumped on the change bandwagon. Unfortunately, that label gets in the way. It shuts down curiosity and shuts down learning. In this episode, I’ll talk about the assumptions behind using the term and the organizational costs. Words matter. One in particular matters in organizational change: Resistance. The way the term was originally used in the sense of electrical resistances—factors that inhibit the flow of electrons, or in the case of change restraining forces that work to maintain the status quo. But most of the time, I hear it as a label--slapped on people who haven’t jumped on the change bandwagon. Unfortunately, that label gets in the way. It shuts down curiosity and shuts down learning. In this episode, I’ll talk about the assumptions behind using the term and the organizational costs. organizational change, resistance false full 4 e4c73910-8716-4311-a1de-e197b39b8697 The Fingerprint Principle People who lead change talk about wanting others to own the change. But how? How do you get people to feel like they own something that's fully formed and rolled out? You don't. The key is to let people get their fingerprints on a change. And that's what I'll talk about in this episode.

For more ideas on how to involve people in change, check out Chapter 7, Guide, and Allow for Variation, in 7 Rules for Positive Productive Change.

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 30 Sep 2020 05:05:34 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/the-fingerprint-principle-wvkUBB5r People who lead change talk about wanting others to own the change. But how? How do you get people to feel like they own something that's fully formed and rolled out? You don't. The key is to let people get their fingerprints on a change. And that's what I'll talk about in this episode.

For more ideas on how to involve people in change, check out Chapter 7, Guide, and Allow for Variation, in 7 Rules for Positive Productive Change.

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> The Fingerprint Principle Esther Derby 00:16:24 People who lead change talk about wanting others to own the change. But how? How do you get people to feel like they own something that's fully formed and rolled out? You don't. The key is to let people get their fingerprints on a change. And that's what I'll talk about in this episode. People who lead change talk about wanting others to own the change. But how? How do you get people to feel like they own something that's fully formed and rolled out? You don't. The key is to let people get their fingerprints on a change. And that's what I'll talk about in this episode. change, owning change, participating in change false full 3 1fcdd9ba-dbd7-4758-9418-1dc369ed174e Working by Attraction How do you get your ideas put into practice without pushing and persuading?  I'll tell you about Dan--who inflicted help and failed-- and offer some alternatives for working by attraction: 

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 26 Aug 2020 11:00:22 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/working-by-attraction-NSktMW71 How do you get your ideas put into practice without pushing and persuading?  I'll tell you about Dan--who inflicted help and failed-- and offer some alternatives for working by attraction: 

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Working by Attraction Esther Derby 00:12:54 How do you get your ideas put into practice without pushing and persuading? I'll tell you about Dan--who inflicted help and failed-- and offer some alternatives for working by attraction: Build on what works first Create reciprocity Find allies Model the change How do you get your ideas put into practice without pushing and persuading? I'll tell you about Dan--who inflicted help and failed-- and offer some alternatives for working by attraction: Build on what works first Create reciprocity Find allies Model the change entering groups, change, influence false full 2 81045f41-6c8c-4118-8e38-fd5b77ab90e0 The Language of Change The words we use shape our thinking, and our thinking shapes our actions.  The way people talk about change, influences how they plan for a change, what they expect, and how they interact with the people they hope will make changes. What if the language we use makes it harder to bring about the differences we want to see? In this episode, I’ll talk about how metaphor can shape expectation for change.

I've just scratched the surface here. My understanding of  metaphors and cognition started with Metaphors We Live By  by George Lakoff and Mark Johnson.

 

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Wed, 29 Jul 2020 11:00:08 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/the-language-of-change-5_ks9erh The words we use shape our thinking, and our thinking shapes our actions.  The way people talk about change, influences how they plan for a change, what they expect, and how they interact with the people they hope will make changes. What if the language we use makes it harder to bring about the differences we want to see? In this episode, I’ll talk about how metaphor can shape expectation for change.

I've just scratched the surface here. My understanding of  metaphors and cognition started with Metaphors We Live By  by George Lakoff and Mark Johnson.

 

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> The Language of Change Esther Derby 00:09:11 The words we use shape our thinking, and our thinking shapes our actions. The way people talk about change, influences how they plan for a change, what they expect, and how they interact with the people they hope will make changes. What if the language we use makes it harder to bring about the differences we want to see? In this episode, I’ll talk about how metaphor can shape expectation for change. The words we use shape our thinking, and our thinking shapes our actions. The way people talk about change, influences how they plan for a change, what they expect, and how they interact with the people they hope will make changes. What if the language we use makes it harder to bring about the differences we want to see? In this episode, I’ll talk about how metaphor can shape expectation for change. metaphor, change leadership, organizational change false full 1 738e3915-ee0c-4dee-8100-3fef170813a3 Episode 0: Why this podcast? I realized early in my career, that even when my job was writing code, it still involved change.  The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs.

Four pain points in organizational change: 

People may not want to change. This is often called resistance.... but it can be a resource. 

Nothing really changes, in spite of extensive (and expensive) training and coaching. Deep change requires looking beneath the surface to "see" underlying structures and factors that hold the pattern in place.

One size fits none, and everyone wants an exception. It isn't possible to anticipate (or accommodate) every context and every variation. One size may fit some, but may be a mess in other parts of the organization..

People rely on positional power and persuasion. Systems influence behavior, but it takes humans to change systems. In this part, we'll explore how to build a network of influencers and find support. 

My most recent book: 7 Rules for Positive Productive Change: Micro Shifts, Macro Results.  Available on Amazon.com or where ever books are sold.

My website: estherderby.com.

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Mon, 20 Jul 2020 16:06:01 +0000 esther@estherderby.com (Esther Derby) https://changebyattraction.simplecast.com/episodes/episode-0-why-this-podcast-Pp3wvQ6U I realized early in my career, that even when my job was writing code, it still involved change.  The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs.

Four pain points in organizational change: 

People may not want to change. This is often called resistance.... but it can be a resource. 

Nothing really changes, in spite of extensive (and expensive) training and coaching. Deep change requires looking beneath the surface to "see" underlying structures and factors that hold the pattern in place.

One size fits none, and everyone wants an exception. It isn't possible to anticipate (or accommodate) every context and every variation. One size may fit some, but may be a mess in other parts of the organization..

People rely on positional power and persuasion. Systems influence behavior, but it takes humans to change systems. In this part, we'll explore how to build a network of influencers and find support. 

My most recent book: 7 Rules for Positive Productive Change: Micro Shifts, Macro Results.  Available on Amazon.com or where ever books are sold.

My website: estherderby.com.

Visit my website www.estherderby.com.

 

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

]]> Episode 0: Why this podcast? Esther Derby 00:05:02 I realized early in my career, that even when my job was writing code, it still involved change. The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs. In one way or another, that proved to be true for all of the jobs I've had... and may be the case for you, too. In this little preview, I'll talk about the major pain points I see in organizational change... a preview of the topics I'll talk about in future episodes. I realized early in my career, that even when my job was writing code, it still involved change. The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs. In one way or another, that proved to be true for all of the jobs I've had... and may be the case for you, too. In this little preview, I'll talk about the major pain points I see in organizational change... a preview of the topics I'll talk about in future episodes. organizational change, leadership, change by attraction false trailer