Key References

Al Lee-Bourke on LinkedIn

Al Lee-Bourke's LinkedIn profile

Al Lee-Bourke | LinkedIn

Change Management Blogs

Change Management Blogs

Al Lee-Bourke for Prosci®

Free Change Management Videos

Around four hours of three to eight minute videos explaining various aspects of Change Management

Al Lee-Bourke

Change Management Field Notes – how it works and tips for doing it

Audio Sample (2m43s)

Al Lee-Bourke

Prosci® Change Management Certification Program | Prosci®

During this three-day experiential session, you’ll apply Prosci’s methodology and ADKAR Model to one of your active projects. In addition to learning Prosci’s best-practices approach to change management and gaining access to our industry-leading tools, you and your peers can share challenges, solutions and insights. Graduates earn the distinction of being a Prosci Certified Change Practitioner.

Prosci®

Best Practices in Change Management - 11th Edition (pp124-136)

Change Management budget

Prosci®

Diffusion of Innovations - 5th Edition (p20)

The role of a personal innovation / decision process in adoption

Everett Rogers

The Social Construction of Reality

The role of socialization, conversation and identity in mythmaking and human cooperation

Peter Berger & Thomas Luckmann

Homo Deus: A Brief History of Tomorrow

The role of intersubjective realities and mythmaking in human cooperation

Yuval Noah Harari

The Hero with a thousand faces

The role of the monomyth in change: A hero ventures forth from the world of common day into a region of supernatural wonder: fabulous forces are there encountered, and a decisive victory is won: the hero comes back from this mysterious adventure with the power to bestow boons on his fellow man

Joseph Campbell, Wikipedia

What is Cognitive Dissonance? Definition and Examples

Cognitive dissonance refers to a situation involving conflicting attitudes, beliefs or behaviors. This produces a feeling of mental discomfort leading to an alteration in one of the attitudes, beliefs or behaviors to reduce the discomfort and restore balance.

SImply Psychology, Saul McLeod

The Rites of Passage

Rites of separation, transition rites, rites of incorporation (current, transition and future states of change)

Liminality - Rites of Passage, Arnold Van Gennep

Don't patronize me! An experiment on preferences for authorship

People are willing to pay money to have caused outcomes themselves

Journal of Economics & Management Strategy - Don't patronise me! An experiment on preferenxes for authorship. Silvia Lübbecke & Wendelin Schnedler

Intrinsic Motivation and Self-Determination in Human Behaviour

How intrinsic and extrinsic motivations are key to human behaviour

Edward L Deci & Richard M Ryan

Change Management Plans

Role, Activity and Extend action plans

Prosci®

The Method - Konstantin Stanislavski

The performer should give "sincere and expressive performances through identifying with, understanding, and experiencing a character's inner motivation and emotions.” They should “make use of experiences from their own lives...recall sensations involved in experiences that made a significant emotional impact...without faking or forcing, allow those sensations to stimulate a performance

Wikipedia

The Presentation of Self in Everyday Life

Dramaturgy' (Impression Management) analysis

Sociology Group on Erwin Goffmans 'Dramaturgy'

Why the ADKAR™ Blueprint is a Game Changer for Change

The ADKAR Model has always resonated with people because it is people focused, intuitive and effective. We all know that organizational outcomes are the collective result of individual change. Managing change by starting with the ADKAR Blueprint requires us to focus on what is needed to achieve a successful change one person at a time.

Prosci®

How to effectively build out a Role Roster for Change

The change practitioner’s role is to stand on the side of the stage behind the curtain while the main actors are on stage fulfilling their audience-facing roles effectively. By identifying the right people, putting them in the right roles, and activating their unique contributions, you can produce the desired outcomes of any change. Even better, activating change roles effectively today helps individuals in your organization become better at their critical roles for every change you will experience in the days and months ahead. It's a great way to economize your efforts.

Prosci®

Core Roles in Change Management

Employee-facing, Enabling and Additional Roles

Prosci®

How Each Plan Primarily Influences the ADKAR™ Model

Every change initiative needs a combination of plans, and the right combination depends on your needs. The Prosci Methodology encourages change practitioners to take a flexible approach to developing change management plans based on numerous factors including the risk level of the change, culture of the organization, and the practitioner’s change management competency level. These factors influence which plans to choose—whether the ADKAR Blueprint alone or some other combination of core and extend plans—to support your work and success with change.

Prosci®

Individual Barriers to Change and What To Do About them

Although barrier points at each element can have consequences, the relationships between ADKAR elements are important because the five building blocks are sequential.

Prosci®

The five most important Operating Room metrics

First case start time, turnover times, complications and outcomes, block scheduling, cancellation rates

Casectrl

Do Employees Really Know What's Expected of Them?

Only about one-third of U.S. workers are engaged at work -- and that figure has barely budged in more than a decade. Worse, just 13% of employees worldwide are engaged.

Gallup

Majority Of Americans Would Rather Fire their Boss Than Get A Raise

In a new survey released this week in celebration of National Boss Day (it's a thing), it was revealed that 65% of Americans say getting rid of their boss would make them happier than a salary increase.

Forbes

Why Do So Many Managers Forget They’re Human Beings?

A survey published by Forbes found that 65% of employees would forego a pay raise if it meant seeing their leader fired, and a 2016 Gallup engagement survey found that 82% of employees see their leaders as fundamentally uninspiring. In our opinion, these two things are directly related.

HBR

If your company was a soccer team

Deconstruction of Covey's interpretation of Harris Survey on employee attitudes

B2B CFO

The 8th Habit – from Effectiveness to Greatness

Covey's follow-up to 'The 7 Habits of Highly Effective People'

Stephen R Covey

The Prosci® ADKAR™ Model

The personal innovation / decision model: ADKAR™

Prosci®

The 5 Tenets of Change Management

Organizational change requires personal change. Organizational outcomes are the collective result of indivdiual change

Prosci®

Why Some Communications work and others don't

The preferred senders of change management messages

Prosci®

Primary Sponsor's Role and Importance

Active and visible Sponsorship is the number one success factor for any people dependent change program

Prosci®

Diffusion of Innovations - 5th Edition (p353)

The role of 'Watching while being watched' in adoption

Everett Rogers

CLARC: The Role of People Managers in Change Management

The five roles of a Manager during change

Prosci®

Microsoft Learning Pathways™

Microsoft Corporation

Microsoft

The Total Economic Impact™ of Microsoft Teams™

Forrester

Forrester

Microsoft Teams™ - how the Adoption Score is calculated

Microsoft Corporation

Microsoft

Microsoft Teams™ Adoption Score

Microsoft Corporation

Microsoft

Learn from the best in Organizational Transformation

Boston Consulting Group

BCG

The $900 billion reason GE, Ford, and P&G failed at digital transformation

Failure due to lack of change management

CNBC

3-day Prosci Certified Practitioner accreditation class

Prosci's® Description of the PCP accreditation class

Prosci®

The Four Stage Strategy

BBC TV Comedy - Yes Minister

BBC TV

Digital Transformation is not about technology

Harvard Business Review

HBR

Change Management Field Guide - how it works at tips for doing it

Al Lee-Bourke's Change Management foundations book

Al Lee-Bourke

Diffusion of Innovations - 5th Edition

Everett Rogers' foundational work on adoption

Everett Rogers

Technology…but in the end its only a tool

Microsoft AI commercial, featuring Common

Microsoft

leebourke Change Counsel Ltd Home page

Al Lee-Bourke's business home page

Al Lee-Bourke