Welcome to my channel, where we explore topics such as change management, leadership, and executive coaching. Primarily, this channel serves as a platform for sharing lecture-specific content with my students. Consequently, many videos are unlisted, and access may be restricted unless you have an invitation. Nevertheless, a selection of videos is publicly available.
Feel free to engage in the comment section and utilize these videos in your classes if they align with your needs.
For fellow educators in similar fields, please reach out to discuss your interests, and I'll be delighted to share my ideas in more detail.
Pretty easy. 😃 Just flip the video. It’s literally one click: ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-AJGjwL9cLBU.htmlfeature=shared I use Davinci Resolve, which has a free version. But any other should donut as well.
Thanks. It is called a „Lightboard“. Technically, (just) a glass on which you can write. Tricky to install however. There are a lot of videos about it on RU-vid.
A: I am going to tell you why you have a 95% chance of of getting a divorce if you marry anyone. B: Great, are we talking about how to resolve this ? A: Nop, I am actually done here. B: I have to let you know that what you said was not really helpful.
Vielleicht waren Sie an dem Tag einfach müde, aber ich finde man merkt in dieser Episode gegen Ende sehr oft, dass Ihnen die Energie beim Zuhören doch eher flöten geht 😉
Awesome framework and brilliantly explained! I would have loved however to be guided through a showcase or a practical example, explaining the different level. For example, what could be the granularity of a field of action?
Elisabeth Kübler-Ross is the author of the book: on death and dying. There are no two people Kübler and Ross. And she never talked about a curve but of different stages. Please, review your content.
Good framework for multiple sites and various projects with limited and specific goal setting. These frameworks exist quite well within a larger change management set of Love .Energy.Value.Insights.Currency.Time.Synergy.hate (LovEVICTShate)... the fractionated improvement work is a good bridge between these very strong action points... the iron sharpens iron concepts of health, climate and tools can hybridize and provide the space without taking down governance.... Time in the Love model... is more of the logistics... the larger scale work of multi sector and multi culture... it's a lot. We need to be careful of usurpations and grift/graft and too much synergy... disagreement and authentic community engagement can NOT be fake nor dictated.... The multiple nature of the work involved in various eco systems is fractionated in that it provides learning and leading and context.... but, forcing solutions don't work... ROI and KPI... the realties of specifics and quadratic costs of AI... it's a lot to take into account... and, the uge to over easy"ish" the feedback loops because of cost... could result in some dangerous conditions. I can NOT overstate how important connection with community is... the honesty and kindness. If there are eco systems which are more challenging than others... it is only natural... shining yourself while helping others to shine tends to find access and possibilities over time where it seems there were none... It really can work.... #homeostaticworld
These are great videos! Thank you for putting the effort into sharing the info 😄 You should feature the playlist of these videos on change management so it is easier to find and watch the whole series 👏🏽
Professor Radel - Which 'sounding board' would you say is analogous to which quadrant in the ERRC model and isn't 'the fifth question' really important enough to be a mandatory inclusion? Thank you.
Great explanation but you lost me at the end. It seems a cop out to say “leave the company” if there isn’t ambition to change skills or style. That might work as a consultant or in the abstract but it’s not always realistic - so the model should attempt to take that into account - can you generate ambition? Organizational change should have at least a plan to influence that.
Sehr spannend. Was allerdings irritierend ist, ist das der Moderator sehr häufig viel zu schnell spricht ohne punkt und komma...für den Zuhörer recht anstrengend, so empfinde ich es zumindest. Als Verbesserungsvorschlag gemeint 😊 alles Gute Ihnen!
This is a great conversation. Initially, I thought it was incredible that you both see the variation in life’s dimension. You both highlighted how being in a certain age bracket, may awaken more self awareness. The dichotomy of this, not seeing elevations of self throughout your life, could be indicative. I would like to explore this contrast, to identify opportunities in research. This could bring more light to those relatable, epiphanic moments, that can produce new quantifiable data for evolutionary intelligence. Moreover, create a path towards self fulfillment, debatably.
Thanks a lot! I am currently working on this strategy for my class project. I am a MBA student based in Delhi. Thanks a ton! Very helpful and insightful.
Thank you so much for your kind words! It's truly rewarding to hear that the video has been helpful and insightful for your class project as an MBA student in Delhi. I wish you the best of luck with your project and future studies. Please feel free to reach out if you have any questions or need further guidance. Keep up the great work!
How to control size of a change? e.g. I have a vision "I have a vision that my company is like a Microsoft". But currently only 3 people there. So this looks like very far goal\vision.
Dem Ewald Krainz kann man immer gut zuhören. Es wäre schön, wenn weitere Fragestellungen mit ihm diskutiert werden können. Seine Fähigkeit, die Dinge auf den Punkt zu bringen und diese Punkte auch noch nachhaltig verständlich erklären zu können, hilft wirklich allen, die sich mit dem Thema Gruppendynamik mit all ihren Facetten beschäftigen und sich somit theoretisch (aus)denkend als auch praktisch emotional erlebend diesen Herausforderungen stellen wollen oder dieses bereits getan haben und einen theoretisch und praktisch fundierten Nachschlag im speziellen von Ewald Krainz genießen dürfen
Guten Abend Herr Radel, ich war bei Ihnen in meinem ersten Semester in der Vorlesung. Können Sie mir eventuell verraten, wie diese Möglichkeit der Tafel/ Videoproduction heißt? Bzw. was man dafür braucht, um ein solches Video zu produzieren? Sie schreiben doch nicht spiegelverkehrt, oder? Lg und danke für die Vorlesungen 2020!
Das ist ein Lightboard. Hier sieht man ganz gut ein mögliches Setup: ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-VhtEmcNWtyg.html Ich schreibe ganz normal und drehe dann das Video in der Software. Ist ein Klick ;-)
Some might be in the 5th semester, not class ;-) so far it seems that you are not yet familiar with the module description in which the exam is described. It is a legal requirement to follow what is stated there. I am a bit surprised, that you seem to be surprised, because it is a elective and you have chosen it - with a very transparent grading scheme. It is also quite helpful to read more about experiential learning where we will generate behavioral data that we discuss. This data can only be generated if people are in class (or write comments on RU-vid). The idea about the letter seems intriguing, but I don’t know if they would like to be involved. Just let me know if this is the case and we might figure out something. Like I said in one of the other videos: the class already has begun …
Thank you very much. I had the pleasure to learn from great people out there, so a lot of gratitude goes to them. Best wishes to Pakistan, where a lot of my fantastic students come from, by the way!
This is one of the best ways to drive change management. Do you have Power Point or excel Template, with an example of driving the Mckinsey 7S Model and can we view it. Thank you!
Unfortunately, I only have company specific examples that I can’t share, but you will find a lot online. As a PowePoint I highly recommend this template: www.presentationload.com/7s-model-powerpoint-template.html If you need more than just the one picture .
I would love to be allowed to share a case study, where management is using it. Unfortunately, that's not possible. You will find a lot of content online. Just use it in any project as a blueprint to assess the quality of the project: the more elements that are not considered, the less likely it is to fail (a very un-academy statement from me ;-)
I find it very difficult to recommend a book. Books on a single topic are often too much too read, compared to what you need to know. Personally, I use a 15 min video case about a headmaster who transformed a school in the US while unconsciously applying the framework. After watching, I discuss the application. The video is not publicly available, unfortunately. But you can try to use this here: ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-BLouxprAHtQ.html It is not ideal, also because it is too long but will do it. One tricky thing you might discover is the difficulty to differentiate the elements, like the difference between systems and structures. Technically, you can differentiate them but it often feels awkward in real life. I always tell my students that I don’t mind where they put an activity, but that they see it.
Ivan you dont seems that you come from any university. You need a lot of psyhology first to understand people who you work with. You need to undestands wills, needs, commom goals and many. That you learn in high school but apparently you have not been there. Start with high school . There you can learn more on this topic.
excellent video, the explanation of the Johari window (mixed with a fantastic and striking technology, and elegant by the way) together with a leisurely coach, deserves to be shared on networks... a luxury of video
