Comments on: You are who you hang out with http://changeworksblog.com/2009/01/03/you-are-who-you-hang-out-with/ Inspiration and contagious ideas about communication and behavioural change Sat, 05 Mar 2011 11:10:40 +0000 hourly 1 http://wordpress.org/?v=3.1.2 By: sue http://changeworksblog.com/2009/01/03/you-are-who-you-hang-out-with/comment-page-1/#comment-309 sue Tue, 06 Jan 2009 23:02:21 +0000 http://changeworksblog.com/?p=127#comment-309 Dear Roger I am currently working on a Viral Change project (with Dr Herrero's support) for an 800 employee organisation. I am using Viral Change to effect cultural and behavioural change following acquisition and in line with new corporate strategy in this organisation which has a strong silo mentality and is used to a more hierarchical structure. I have worked hard with the CEO and senior team, who have bought in fully to the process (this is vital in successful execution of viral change). If you send me your email, I will be happy to share a case study with you which will bring viral change to life. I firmly believe that viral change would be a highly effective process in the organisation you describe. Meanwhile, you can certainly read the Wiki that I have written to find out more: http://en.wikipedia.org/wiki/Viral_Change and here is Dr Herrero's website for your info: http://www.viralchange.net/ If you want to chat, I will be happy to start a dialogue. Please email me at sue@changeworkscom.co.uk with your contact details and I can offer you some guidance. viral change is quite specialist in its approach and needs a good understanding of how to 'engineer' the 'designed informality'. Essentially this is a process that is highly effective, looks simple but requires more skill and expertise to engineer than is initially apparent. Dear Roger
I am currently working on a Viral Change project (with Dr Herrero’s support) for an 800 employee organisation. I am using Viral Change to effect cultural and behavioural change following acquisition and in line with new corporate strategy in this organisation which has a strong silo mentality and is used to a more hierarchical structure. I have worked hard with the CEO and senior team, who have bought in fully to the process (this is vital in successful execution of viral change). If you send me your email, I will be happy to share a case study with you which will bring viral change to life. I firmly believe that viral change would be a highly effective process in the organisation you describe.

Meanwhile, you can certainly read the Wiki that I have written to find out more:
http://en.wikipedia.org/wiki/Viral_Change

and here is Dr Herrero’s website for your info:
http://www.viralchange.net/

If you want to chat, I will be happy to start a dialogue. Please email me at sue@changeworkscom.co.uk with your contact details and I can offer you some guidance. viral change is quite specialist in its approach and needs a good understanding of how to ‘engineer’ the ‘designed informality’. Essentially this is a process that is highly effective, looks simple but requires more skill and expertise to engineer than is initially apparent.

]]> By: roger haigh http://changeworksblog.com/2009/01/03/you-are-who-you-hang-out-with/comment-page-1/#comment-307 roger haigh Mon, 05 Jan 2009 00:49:16 +0000 http://changeworksblog.com/?p=127#comment-307 I posted the comments in quotes below in response to your comment on the New Scientist article. I then found your website via google and have posted my response again here. "I have just completed a masters dissertation which attempted to find what governs peoples decisions to genuinely and sustainably adopt innovations, specifically trainers use of e learning. My own thoughts are that social influences are greater than many think but I am left with the problem of how to alter or create social acceptance of a change in an organisational setting. I would be interested to find out more about your workplace research. Have you any records/examples of your work that can be made available?(the wiki link to Herrero's Viral Change appears not to work)" I work in a UK police force which has a peculiar culture involving heirarchical structures but with strong usually unrecognised and informal networks which seem sto hold greater sway over real actions and decisions. I identified these as communities of practice as defined by Etienne Wenger. I wonder if Viral Change might be a way forward for me. My position is not a managerial one and I have recognised the need in the prevailing circumstances to adopt something of the stealth approach to change which you describe. i guess i am saying I cant pay or arrange payment for your consultancy but would like to know more about your methods! I posted the comments in quotes below in response to your comment on the New Scientist article. I then found your website via google and have posted my response again here.

“I have just completed a masters dissertation which attempted to find what governs peoples decisions to genuinely and sustainably adopt innovations, specifically trainers use of e learning. My own thoughts are that social influences are greater than many think but I am left with the problem of how to alter or create social acceptance of a change in an organisational setting. I would be interested to find out more about your workplace research. Have you any records/examples of your work that can be made available?(the wiki link to Herrero’s Viral Change appears not to work)”

I work in a UK police force which has a peculiar culture involving heirarchical structures but with strong usually unrecognised and informal networks which seem sto hold greater sway over real actions and decisions. I identified these as communities of practice as defined by Etienne Wenger. I wonder if Viral Change might be a way forward for me. My position is not a managerial one and I have recognised the need in the prevailing circumstances to adopt something of the stealth approach to change which you describe. i guess i am saying I cant pay or arrange payment for your consultancy but would like to know more about your methods!

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