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who moved my cheese?

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razia shamsuddin

on 30 September 2013

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Transcript of who moved my cheese?

"Who Moved My Cheese?"

Handling Change Within an Organization
Change is unavoidable and organizations/professionals can either be proactive with or not adapt well to change.
The way an organization handles change is a key element to the success of the organization .
Organizations should always keep in mind the six quotes.

Monitor Change: Smell The Cheese Often So You Know When It Is Getting Old
As change happens, there are usually leading indicators.

If you are paying attention, you will be able to spot changes in your environment before it happens and you will not be surprised.

Need to be so familiar with your goals and that which brings fulfillment to your lives that you can sense when it is getting old and about to change.

You must be vigilant, keeping a close eye on that which you find meaningful, or you will be surprised when changes occur.

Enjoy Change!: Savor The Adventure And Enjoy The Taste Of New Cheese!
Change can be hard, but it is also possible to look at change as an opportunity.

In most cases, you will find a new job or a new opportunity where you can once again enjoy things - the "new Cheese."

This is the key to this whole parable of leadership. No one can feel truly satisfied or successful until he/she sees the bright side of change and learn to go with the flow with a smile upon their face.

Stages of Change
There are three stages of change:
The beginning of a transition-old habits given up, child leaving home, etc.
Neutral Zone:
Typically, the struggle with the situation, and mourning of the loss.
New goals result from planning, new relationships are established, or different ways of doing things are established.

Best Way to Adapt Change
Learn to live with change and should believe that it will always turn out for the best.

Do not think about why the change is happening, just instantly adapt to it, either sniffing it out or running after it.

Remamber: that it is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change

Implementing the Story in the Work Place
Understand the dynamics of change and that things you need might be difficult to get in the future
Talk about planning and building contingencies
Know things will change and continue to pay attention to clues
See yourself as responsible for solving the problem
Adapt to change will be made and look forward to the “new cheese” that will be coming with the renovations.
Talk about what needs to be done and try to convince people to change and move
Coach facility to effectively move through change
Monitor to sustain the change
Instill Need for Change in facility
Educate and train for change
Help each other during some of the transitions that are happening.

Why Change?
We deal with change everyday

The change process can result in new goals, new relationships, and new ways of using time, money or other resources.

Finding ways to “embrace” change can give each of us a new source of satisfaction.

The characters and objects that are used in the story can be related to real world perspectives, which stimulate analogies that can be made to embrace the overall message of the story.

The “Maze” represents where you spend time looking for what you want

The “Cheese” represents what we want to have in life, which can be just about anything.

Two mice named “Sniff” and “Scurry”
Very simple minded and embrace change as it without putting too much thought into how to deal with change and simply reacting to the events that occur.

Littlepeople named “Hem” and “Haw”
Tend to embrace change much like regular people do
They tend to be hesitant and can often over-think things when sudden change occurs
A lot of times they don’t really know what to do.

Focus on replacing the old behaviors or methods, and motivating individuals to change.
Hem, who never moved from Cheese Station C, was unable to unfreeze his current behavior and process.

This is where the actual change occurs.

Fully integrate the behavior into the organization.
Sniff and Scurry who were able to immediately move on from the change in Station C when the changed to continue looking for more cheese. They refroze their behavior change when they found the new cheese.

Kotter’s steps and the handwriting on the wall in Who Moved My Cheese? contain many similarities regarding the process of change.

Group two
These groups of behaviors are the most important steps of the model because they include the individual or group actually committing to change.

Handwritings: adept to change quickly and change.

Kotter’s steps: communicating the change vision and empowering broad-based action.

Group Three
These steps provide simple reinforcement for the parties involved with changing as well as provide a mind frame for the future.

Handwritings: enjoy change and be ready to change quickly as well as enjoy it again and again
Kotter’s steps: generating short-term wins, consolidating gains and producing more changes, and anchoring new approaches in the culture.

Change Happens: They Keep Moving The Cheese
Change is a part of life. No matter how well off you are, you must realize that we live in a dynamic world.

Must recognize that change is a factor, so we can deal with it when it comes our way.

Ignoring the change will not make it go away!

Anticipate Change: Get Ready For The Cheese To Move
Adapt to Change Quickly: The Quicker You Let Go Of Old Cheese, The Sooner You Can Enjoy New Cheese
Once change happens, it is important to adapt to change quickly.
Do not be disappointed or depressed that the old ways of life are changing we must learn to let it go.
This is the only way you can learn to enjoy and be content with the new options before us.

Change: Move With The Cheese
Be Ready to Change Quickly And Enjoy It Again & Again
Change is going to happen more than once, so we need to stay ready and continue to practice steps one-six, as we also keep enjoying the change. Once again, our attitude is one of the most important factors in our success during periods of change.

Best Way Leaders Can Manage Change '
Leaders should not simply fight resistance to change.

When an organization and individuals really understand what is changing and identify their role within that change, then people can act in harmony alongside change rather than against it.

Ensure that employees have the tools to execute the changes.

Whatever the case, change happens, and change is effective, when enough people in an organization possess the skills to change. Only then will the organization experience the kind of change that is sustainable and productive.

Johnson, Spencer M.D. Who Moved My Cheese? for Teens. G.P. Putnam’s Sons: New York, 2002. Print.
Kotter,J.P., Leading Change. Harvard Business School Press, 1996.
Kotter,J.P.,The Heart Of Change, Bucuresti,Ed. Meteor Press, 2008
Lewin, K. Field Theory in Social Science, Harper and Row,1951
What I Have Learned
This story has impacted the way I approach change and how to handle change.
I have learned that I need to be more willing to accept change and let go of the old.
It also opened my eyes to notice change in all aspects of life including school, friends, family, and work.
Change can be very difficult to deal with because it forces me to step out of my comfort zone.

This book shows an amazing way to deal with change in your work and in your life.
This book can appear very simple, but the deeper meaning of the messages presented is extremely valuable and useful in all aspects of life.

John Kotter’s Eight Steps for Leading Change and Development
Group One
These groups both provide a ground to begin to deal with change with a positive and productive mind frame.

Handwriting : change happens, anticipate change and monitor change.

Kotter’s steps: establishing urgency, creating a guiding coalition and developing a vision and strategy.

Kotter’s steps and the handwriting on the wall can be broken into three groups that have similar systematic steps.

Kotter’s steps and the handwriting on the wall in Who Moved My Cheese? contain many similarities regarding the process of organizational development. .

The process of organizational development is based on applying behavioral science principles, methods and theories adapted from numerous fields including psychology, sociology, education and management.

The process includes four steps.
Diagnosis, or identifying the problem and its causes.
The intervention phase
Beginning an intervention that can solve the problem.
Evaluate whether the intervention is working
Feedback step
Investigates what the evaluation suggests about the diagnosis and effectiveness of how the intervention was implemented.

The one thing that you can always count on is that change happens all around us, all the time. Thus, you need to anticipate that things will be changing often beyond your ability to control it.

You could also say that we should prepare for changes, because they are going to come.

In order for us to adapt to the changes in our cozy environment in a healthy way, we ourselves must change!

We have to "move with the cheese", in order to realize our full potential and achieve the goals for which we have strived so diligently.

Cheese in Relation With Other Theoretical Models in Organizational Behavior
Throughout Who Moved My Cheese? different types of change surfaced.

Lewin’s change model is the first in which we see.

Then later looking at the writings on the walls we can see both John Kotter’s eight steps for leading organizational change and organizational development.
Lewin’s Change Model
First evaluating change comparatively to Lewin’s model we see that each member of the book (Hem, Haw, Sniff and Scurry) relate differently.
John Kotter’s Eight Steps for Leading Change
Establishing a sense of urgency
Creating the guiding coalition
Developing a vision and strategy
Communicating the change vision
Empowering broad-based action
Generating short-term wins
Consolidating gains and producing more change
Anchoring new approaches in the culture.

John Kotter believes that senior management makes a host of implementation errors regarding change and therefore he proposed an eight-step process for leading change that recommends how managers should sequence or lead the change process.
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