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	<title>Change Thinking &#187; focused</title>
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		<title>Resilience in Teams and Organizations</title>
		<link>http://changethinking.net/resilience/resilience-in-teams-and-organizations</link>
		<comments>http://changethinking.net/resilience/resilience-in-teams-and-organizations#comments</comments>
		<pubDate>Tue, 23 Feb 2010 13:00:32 +0000</pubDate>
		<dc:creator>Daryl Conner</dc:creator>
				<category><![CDATA[Resilience]]></category>
		<category><![CDATA[flexible]]></category>
		<category><![CDATA[focused]]></category>
		<category><![CDATA[ODR]]></category>
		<category><![CDATA[organized]]></category>
		<category><![CDATA[positive]]></category>
		<category><![CDATA[proactive]]></category>

		<guid isPermaLink="false">http://changethinking.net/?p=527</guid>
		<description><![CDATA[In my last post, I wrote about the five characteristics of resilience: positive, focused, flexible, organized, and proactive as they apply to individuals going through change.

Now I’d like to expand the notion of resilience to a larger context. Think about teams going through change. Research shows that under certain circumstances, teams can be more effective than a collection of individuals. How this happens is another topic, synergy, which I will focus on at a later date. For now, I’d like to share our observation that teams can create exceptionally strong and effective responses to change if they can draw on the varied resilience strengths of members. A team in which the least positive person sets the emotional tone for the group,]]></description>
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		<title>Five Aspects of Resilience</title>
		<link>http://changethinking.net/resilience/five-aspects-of-resilience</link>
		<comments>http://changethinking.net/resilience/five-aspects-of-resilience#comments</comments>
		<pubDate>Tue, 16 Feb 2010 21:28:13 +0000</pubDate>
		<dc:creator>Daryl Conner</dc:creator>
				<category><![CDATA[Resilience]]></category>
		<category><![CDATA[flexible]]></category>
		<category><![CDATA[focused]]></category>
		<category><![CDATA[organized]]></category>
		<category><![CDATA[positive]]></category>
		<category><![CDATA[proactive]]></category>

		<guid isPermaLink="false">http://changethinking.net/?p=494</guid>
		<description><![CDATA[When people adapt to change, they need to apply their mental, physical, and emotional energy to adjust to new circumstances. Based on our own observations and review of research, we’ve identified a set of five “change muscles” that help people use their energy more effectively during change. Let’s take a closer look:
Positive

Resilient people are positive. They can see possibilities in even the most discouraging of situations, and opportunities amidst potential dangers. They also see themselves as having the capability to deal with challenging situations. As a result, they are better able to engage their energy in change rather than retreating, worrying, or engaging in defensive, unproductive activities.
Focused

Resilient people are focused. They know what’s important to them, and have a clear sense of priorities. In the midst of ambiguity, there are often many conflicting demands for attention. Resilient people recognize that they can’t do everything. They are able to say “no” to the less important things so they can focus their energy on the few most critical issues.]]></description>
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		<title>The Change Practitioner&#8217;s Role in Encouraging the Right Kind of Due Diligence (Part 4 of 5)</title>
		<link>http://changethinking.net/degree-of-difficulty/encouraging-the-right-kind-of-due-diligence</link>
		<comments>http://changethinking.net/degree-of-difficulty/encouraging-the-right-kind-of-due-diligence#comments</comments>
		<pubDate>Thu, 19 Nov 2009 09:00:35 +0000</pubDate>
		<dc:creator>Daryl Conner</dc:creator>
				<category><![CDATA[Degree of Difficulty]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[degree of difficulty]]></category>
		<category><![CDATA[due diligence]]></category>
		<category><![CDATA[focused]]></category>
		<category><![CDATA[imperative]]></category>
		<category><![CDATA[implementation]]></category>
		<category><![CDATA[incremental]]></category>
		<category><![CDATA[practitioner]]></category>
		<category><![CDATA[transformation]]></category>

		<guid isPermaLink="false">http://brassblogs.com/Conner/?p=59</guid>
		<description><![CDATA[I hope this blog provides all its readers with a vehicle for sharing not only ideas but tools and techniques as well. At Conner Partners, we use an assessment tool to help us evaluate the overall challenge an organization is likely to encounter when implementing a particular initiative. It focuses on the three dimensions I have been writing about:]]></description>
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