The latest Inspire 10X10 from RealTime Performance is about "managing change". It strikes me that in this day and age, in this economy, and given the global nature of our lives, if an organization is not thinking 10X10 2011 about change then it is risking unsustainability. I can't think of a business, a nonprofit, or a government agency that is not faced with dramatic change in what and how it does things. 

All issues of Inspire 10X10 are excellent sources of ideas and best thinking on a wide variety of management and leadeship topices. And it's a free download for people who register with RealTime Performance. They describe 10X10 in this way:

The tips and resources presented are taken from the topics and resources available in Inspire, a web-based tool that empowers employees to take ownership of their leadership development by enabling them to build, drive and track their own leadership development plan. Using Inspire, employees are able to quickly and easily identify strengths and weaknesses, create relevant and useful development plans and engage in meaningful discussions with their manager about leadership development. In short, Inspire connects employees with targeted activities and resources for learning, giving them the tools and information they need to drive their own professional development.

This month's issue, on managing change, takes the reader through 10 key steps to implementing successful change in an organization, whether that be change due to new technology, shifting customer preferences, evolving demographics, new markets, fluctuating economies, or increasing competition. With each step is a recommended book or video that goes into depth about the topic.

I am pleased to see included William Bridges' book, Managing Transitions: Making the Most of Change, which is one of my favorites for understanding the human dynamics of personal and organzational change.  

One caution that I would offer to using this issue of Inspire 10X10 is that learning about managing change separate from the context of an actual organizational change process probably won't have much lasting value. Understanding will be limited and retention very short-term. I would encourage users to apply the tips, tools, and techniques in these resources to an actual change going on in their organizations. That shouldn't be hard given the enormous upheavel occuring in nearly all organizations today.

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