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	<title>Management Skills &#187; management</title>
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	<description>Management training, counseling, behavior and business software for managers</description>
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		<title>William Bridges &#8211; 3 Simple Questions to Lead People Through a Change Transition</title>
		<link>http://managementskillsxp.com/william-bridges-3-simple-questions-to-lead-people-through-a-change-transition-2/</link>
		<comments>http://managementskillsxp.com/william-bridges-3-simple-questions-to-lead-people-through-a-change-transition-2/#comments</comments>
		<pubDate>Wed, 08 Sep 2010 20:07:16 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

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		<description><![CDATA[William Bridges focuses on the transitions and the psychological changes that lie behind significant organisational change. Bridges draws the important and frequently overlooked distinction between change and transition. Bridges sees change as situational and transition as psychological. In my experience and in my view &#8211; it is the people related issues that lie behind the [...]]]></description>
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		<title>William Bridges &#8211; &quot;Lost in Transition&quot; &#8211; How to Lead Your People Through Change</title>
		<link>http://managementskillsxp.com/william-bridges-lost-in-transition-how-to-lead-your-people-through-change/</link>
		<comments>http://managementskillsxp.com/william-bridges-lost-in-transition-how-to-lead-your-people-through-change/#comments</comments>
		<pubDate>Wed, 08 Sep 2010 04:10:57 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

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		<description><![CDATA[One of the main points that William Bridges makes in his book &#8220;The Way of Transition&#8221; is that transition is not the same as change. Change is what happens to you. Transition is what you experience. And transition involves loss and letting go &#8211; typically of old familiar routines and ways of doing things, social [...]]]></description>
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		<title>William Bridges &#8211; 3 Simple Questions to Lead People Through a Change Transition</title>
		<link>http://managementskillsxp.com/william-bridges-3-simple-questions-to-lead-people-through-a-change-transition/</link>
		<comments>http://managementskillsxp.com/william-bridges-3-simple-questions-to-lead-people-through-a-change-transition/#comments</comments>
		<pubDate>Tue, 07 Sep 2010 12:14:40 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

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		<description><![CDATA[William Bridges focuses on the transitions and the psychological changes that lie behind significant organisational change. Bridges draws the important and frequently overlooked distinction between change and transition. Bridges sees change as situational and transition as psychological. In my experience and in my view &#8211; it is the people related issues that lie behind the [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Stop Demotivating Before You Start Motivating</title>
		<link>http://managementskillsxp.com/stop-demotivating-before-you-start-motivating-2/</link>
		<comments>http://managementskillsxp.com/stop-demotivating-before-you-start-motivating-2/#comments</comments>
		<pubDate>Mon, 06 Sep 2010 22:49:22 +0000</pubDate>
		<dc:creator>Mark M. Murphy</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[leadership training]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/stop-demotivating-before-you-start-motivating-2/</guid>
		<description><![CDATA[When people think about motivating employees, theyre usually thinking about ways to reward them. What carrots can be offered to get employees to work harder, what can we dangle in front of them to incent them to take the actions we desire? There are whole books written on ways to reward our employees, and multi-million [...]]]></description>
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		<title>Stop Demotivating Before You Start Motivating</title>
		<link>http://managementskillsxp.com/stop-demotivating-before-you-start-motivating/</link>
		<comments>http://managementskillsxp.com/stop-demotivating-before-you-start-motivating/#comments</comments>
		<pubDate>Mon, 06 Sep 2010 10:44:15 +0000</pubDate>
		<dc:creator>Mark M. Murphy</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[leadership training]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/stop-demotivating-before-you-start-motivating/</guid>
		<description><![CDATA[When people think about motivating employees, theyre usually thinking about ways to reward them. What carrots can be offered to get employees to work harder, what can we dangle in front of them to incent them to take the actions we desire? There are whole books written on ways to reward our employees, and multi-million [...]]]></description>
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		<title>Leading Change &#8211; Know Your Entry Point</title>
		<link>http://managementskillsxp.com/leading-change-know-your-entry-point-2/</link>
		<comments>http://managementskillsxp.com/leading-change-know-your-entry-point-2/#comments</comments>
		<pubDate>Sun, 05 Sep 2010 18:37:53 +0000</pubDate>
		<dc:creator>Melissa Dutmers</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/leading-change-know-your-entry-point-2/</guid>
		<description><![CDATA[Effective change leaders know that there is no &#8220;single way&#8221; to move through the process of change. There are various entry points. A golfer for instance is going to choose a different strategy if the wind is blowing, if the greens are fast, or if they are 10 shots ahead of their competition. The same [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Why Change Management Needs Design Thinking</title>
		<link>http://managementskillsxp.com/why-change-management-needs-design-thinking-2/</link>
		<comments>http://managementskillsxp.com/why-change-management-needs-design-thinking-2/#comments</comments>
		<pubDate>Sat, 04 Sep 2010 15:44:59 +0000</pubDate>
		<dc:creator>Melissa Dutmers</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/why-change-management-needs-design-thinking-2/</guid>
		<description><![CDATA[Unfortunately, traditional change management tactics fall short of realizing successful change. Tactical plans to manage change are only as useful as the strategy that drives them. You cannot put your change process into boxes and check everything off and call it &#8220;leading change.&#8221; Traditional change management techniques such as assessments and surveys, which in most [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Strategies For Managing Change &#8211; Your Communication Strategy  &#8211; Say What You Mean and Mean What You</title>
		<link>http://managementskillsxp.com/strategies-for-managing-change-your-communication-strategy-say-what-you-mean-and-mean-what-you-2/</link>
		<comments>http://managementskillsxp.com/strategies-for-managing-change-your-communication-strategy-say-what-you-mean-and-mean-what-you-2/#comments</comments>
		<pubDate>Fri, 03 Sep 2010 12:54:21 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/strategies-for-managing-change-your-communication-strategy-say-what-you-mean-and-mean-what-you-2/</guid>
		<description><![CDATA[A good Communication Strategy is at the heart of any successful change management process. The more change there is going to be then the greater the need &#8211; and especially about the reasons, the benefits, the plans and proposed effects of that change. It is important that an effective communication strategy is defined and actioned [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Situational Leadership Theory in Change Management &#8211; Different Strokes For Different Folks</title>
		<link>http://managementskillsxp.com/situational-leadership-theory-in-change-management-different-strokes-for-different-folks-2/</link>
		<comments>http://managementskillsxp.com/situational-leadership-theory-in-change-management-different-strokes-for-different-folks-2/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 06:08:49 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/situational-leadership-theory-in-change-management-different-strokes-for-different-folks-2/</guid>
		<description><![CDATA[Given the catastrophic 70% failure rate of all change management initiatives, the quality of leadership exercised is clearly a significant component in reducing this risk. In essence, situational leadership theory emphasises 2 areas: (1) &#8220;Different strokes for different folks&#8221; &#8211; different leadership styles are applicable to different situations (2) &#8220;Cometh the hour cometh the man&#8221; [...]]]></description>
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		<title>Strategies For Managing Change &#8211; How to Manage and Mitigate Risks and Issues</title>
		<link>http://managementskillsxp.com/strategies-for-managing-change-how-to-manage-and-mitigate-risks-and-issues-2/</link>
		<comments>http://managementskillsxp.com/strategies-for-managing-change-how-to-manage-and-mitigate-risks-and-issues-2/#comments</comments>
		<pubDate>Wed, 01 Sep 2010 04:23:25 +0000</pubDate>
		<dc:creator>Stephen Warrilow</dc:creator>
				<category><![CDATA[Management Skills]]></category>
		<category><![CDATA[management]]></category>

		<guid isPermaLink="false">http://managementskillsxp.com/strategies-for-managing-change-how-to-manage-and-mitigate-risks-and-issues-2/</guid>
		<description><![CDATA[Failure reasons in change management are many and varied. But one thing is painfully clear: Any organisational initiative that creates change &#8211; or has a significant change element to it &#8211; has a 70% chance of not achieving what was originally envisaged. So risk management and mitigation is clearly an extremely important aspect of the [...]]]></description>
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