Return-Path: Delivered-To: louk@transocean.com Received: from vps.transocean.com by vps.transocean.com with LMTP id CEOsAxhyulqQeAAAInt2oQ for ; Tue, 27 Mar 2018 09:32:24 -0700 Return-path: Envelope-to: louk@transocean.com Delivery-date: Tue, 27 Mar 2018 09:32:24 -0700 Received: from omp.news.grceducators.com ([129.145.68.217]:38243 helo=om-axonstech.rsys2.com) by vps.transocean.com with esmtp (Exim 4.89_1) (envelope-from ) id 1f0rWD-00085x-EC for louk@transocean.com; Tue, 27 Mar 2018 09:32:24 -0700 DKIM-Signature: v=1; a=rsa-sha256; c=relaxed/relaxed; s=grceducators; d=news.grceducators.com; h=MIME-Version:Content-Type:Content-Transfer-Encoding:Date:To:From:Reply-To: Subject:List-Unsubscribe:Message-ID; i=grceducators@news.grceducators.com; bh=FfYzfBl1vQihvFnaUlzL5eKyF/jgKVitecnR+HsILSk=; b=wjpXiWQzHl5G3NKUpNhmcyQco4E78fkUMow7bij8vczhi1Qi8wyEAZVJrt8UvhgtbTML27FvoWo/ R7Wid14yKxTJrIOkMdPXMfu0A8nDI1jwBPa+C6HEtqc4SoFZqz9Am1ZpJYUZlou0+wOxNUuS384M 1/ofalv5SSQz3adQUxYqIpYiHPI80UZwvTGQi/3amPCz9hCsz0h6hc/k0Nd41RlTO2Q8/EcABMaD Mp3VWvweLoj1FMuYonzfmlqBNTHkv6mgo1CwShvJwypWwxSi0DKvtDjSzUMJYpQOE2GOmfLFSz66 0O2EfKtPebjWMUPftS8Sxpq2j/hxlDaV4A2JxQ== Received: by om-axonstech.rsys2.com id hn9p142b610t for ; Tue, 27 Mar 2018 09:31:14 -0700 (envelope-from ) X-CSA-Complaints: whitelist-complaints@eco.de MIME-Version: 1.0 Content-Type: text/html; charset="ISO-8859-1" Content-Transfer-Encoding: quoted-printable Date: Tue, 27 Mar 2018 09:31:14 -0700 To: louk@transocean.com From: =?ISO-8859-1?B?V2ViaW5hciB1cGRhdGVz?= Reply-To: =?ISO-8859-1?B?V2ViaW5hciB1cGRhdGVz?= Subject: Maximizing Organizational Change: How to Manage Transitions, Dynamics and Benefits Feedback-ID: 10775:139942:oraclersys List-Unsubscribe: , X-sgxh1: thmsxljHgkhJLHgQJhu X-rext: 5.interact2.ErOThIV5Dy9Xmmure2xEkQlbV_LNK2wDAkqokwnbO4Zehos X-cid: axonstech.143182 Message-ID: <0.1.9.10B.1D3C5E9062AAD0C.0@om-axonstech.rsys2.com> X-Spam-Status: No, score=2.4 X-Spam-Score: 24 X-Spam-Bar: ++ X-Ham-Report: Spam detection software, running on the system "vps.transocean.com", has NOT identified this incoming email as spam. The original message has been attached to this so you can view it or label similar future email. If you have any questions, see root\@localhost for details. Content preview: Maximizing Organizational Change: How to Manage Transitions, Dynamics and Benefits 740-870-0321 Maximizing Organizational Change: How to Manage Transitions, Dynamics and Benefits [...] Content analysis details: (2.4 points, 3.0 required) pts rule name description ---- ---------------------- -------------------------------------------------- 0.0 URIBL_BLOCKED ADMINISTRATOR NOTICE: The query to URIBL was blocked. See http://wiki.apache.org/spamassassin/DnsBlocklists#dnsbl-block for more information. [URIs: grceducators.com] -0.0 T_RP_MATCHES_RCVD Envelope sender domain matches handover relay domain -0.0 SPF_PASS SPF: sender matches SPF record 0.0 HTML_FONT_LOW_CONTRAST BODY: HTML font color similar or identical to background 0.0 HTML_MESSAGE BODY: HTML included in message 0.8 BAYES_50 BODY: Bayes spam probability is 40 to 60% [score: 0.5000] 0.7 MIME_HTML_ONLY BODY: Message only has text/html MIME parts 0.0 AC_DIV_BONANZA RAW: Too many divs in a row... spammy template -0.1 DKIM_VALID Message has at least one valid DKIM or DK signature -0.1 DKIM_VALID_AU Message has a valid DKIM or DK signature from author's domain 0.1 DKIM_SIGNED Message has a DKIM or DK signature, not necessarily valid 1.0 FROM_EXCESS_BASE64 From: base64 encoded unnecessarily X-Spam-Flag: NO <=21DOCTYPE html PUBLIC =22-//W3C//DTD XHTML 1=2E0 Transitional//EN=22 =22h= ttp://www=2Ew3=2Eorg/TR/xhtml1/DTD/xhtml1-transitional=2Edtd=22> Maximizing Organizational Change: How to Manage Transitions, Dyna= mics and Benefits <=21--=5Bif gte mso 11=5D><=21=5Bendif= =5D--><=21--=5Bif =21mso=5D><=21--> <=21--<=21=5Bendif=5D--><=21--=5Bif gte mso 15=5D>96<=21=5Bendif=5D--><=21--=5Bif gte mso 9=5D>96<=21=5Bendif=5D-->
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740-870-0321
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Maximizing Organizational Change:= How to Manage Transitions, Dynamics and Benefits
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TUESDAY APRIL 24 2018  =7C 01:00 PM EST = =7C 60 MINUTES
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It=92s often cited that 70% of change or transformati= on initiatives fail (McKinsey, Kotter, Blanchard)=2E Much of the research i= nto these failures points a lack of planning, communication, and recognitio= n of the impact on employees=2E William Bridges, author of Transitions and = numerous other publications, notes that once leaders announce a change to t= heir organization, they have already spent around six months pondering the = change themselves=2E In other words, they=92ve had time to acclimate to the= idea of change=2E

Yet employees often have very little time to acclimate to ch= anges and are expected to immediately begin implementing a new way of opera= ting=2E Unfortunately, the human psyche doesn=92t usually shift that quickl= y=2E The expectation of rapid acclimation to and implementation of change c= auses initiatives to founder, decreases productivity, and increases employe= e stress=2E

Whether a change is planned or results from external pressur= es, leaders can make the most of organizational change by planning, communi= cating more effectively and checking the mindset of those involved in the c= hange=2E Often those implementing day to day change are far removed from or= ganizational leaders=2E While leaders may have a mindset that supports the = change, those implementing it may not have a commensurate mindset=2E

During this webinar, participants will learn the typical dyn= amics of change and how to manage them effectively, how to help employees t= hrough transitions with more ease and less stress, and how to turn change i= nto an event that, over time, benefits employees at all levels of the compa= ny=2E
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  REGISTER NOW 
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