Going Forward

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If you know me, you will know how much I going to share this using every piece of the Internet I have to hand!

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Knowing good info from bad - how do we?

This posting inspired by the latest Gerry McGovern newsletter - read it for his views We vote. As an example, that's the power of Google search - it uses the concept that web pages with the highest 'vote' get put at the top of page 1. The 'vote' is a weighted one using the number of pages that reference it multiplied by a lot of clever algorithmic type activity - highly technical insight from Google themselves . In essence you voted me top of the "mike riversdale" Google list by linking to me. However, voting is spreading through the web in many more ways than simply linking to pages and I believe the driver is that people are starting to use the tools to group themselves into communities. In the good ol' days before " Web 2.0" (say before mid-2005) there were many informal methods of finding the 'best* content' - we would send emails to our mates pointing out cool sites, read about it from dedicated "Best of the Web ..."

How To Facilitate A Barcamp/Unconference

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50 reasons not to change

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Change should always be from one way to a better way. If it's change because it's newer, trendier, keeping up with the Jones' or because the IT Department want to play with new toys then I say, don't both changing. However all change ("good" or "bad") is scary and involves fear and apprehension on those going through it - that includes those instigating the change and those having the change "applied" to them. Sometime the fear is too much and the response to a proposed change is one of the below (click for bigness): Thanks to the Biocultural Science & Management blog for this article

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Change Management Is So Simple

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No, change management is not simple and for one very easy to understand reason - it involves people. And that's the first, most important, all encompassing and ultimately only real point of change management. People are what we are endeavouring to help through change and the outcome of change management is people doing something different (there is a change) But dropping the other attributes of change management can leave you open to a non-starter of a process or, at best, one that flops over the line with many weary participants huffing and puffing behind you. A little self disclosure before we get to the 6 main components of "change management". I'm actually someone that believes in constant change, that companies, Govt agencies, NGO's, communities and all people are constantly adapting to the environment within which they operate. Therefore a "Enterprise Change Process" (or even a "Transformation Programme") is a slightly false worldview