Intentional RevolutionsIntentional Revolutions

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Myeshi Briley Philanthropists

A Seven-Point Strategy for Transformation Organizations

Book By: Edwin C Nevis Joan LancourtHelen G. Vassallo

After The Read:After The Read:

After I read the book Intentional Revolutions by: Edwin C. Nevis, Joan Lancourt, Helen G. Vassallo the following bullet point are great tools for Transforming Organizations. I would rate this book high with 4 books up.

Myeshi Briley

Discontinuous ThinkingDiscontinuous Thinking

The Dilemma of Changing Paradigms• Reframing Transformational Change

• Transforming the Paradigm for Change• Methods of Influencing Behavior

Building A New Building A New Consciousness The Consciousness The

Creation of Organizational Creation of Organizational Reality Reality

Creating Social and Organizational Reality Maintaining and Reinforcing Organizational

Reality The Role of Socialization Organizational Socialization Recreating Organizational Reality

Practical Dimensions of Practical Dimensions of Transformational ChangeTransformational Change

Phases and Methods

The phase of transformational changeTransformational change as a process of InfluenceThe reframing of resistance.

The Path of Least Resistance The Path of Least Resistance Working With Multiple Working With Multiple

RealitiesRealitiesExamples of multiple realities in change

situationsImplication of the casesRelationship of multiple realities to

intergroup managementRelationship of multiple realities to major

phases of transformations and methods

Persuasive Communication Persuasive Communication Enabling People / Envision a Enabling People / Envision a

Different Future. Different Future. Understanding the complexities of communication Successful Applications of Persuasive

CommunicationArticulating a visionThe importance of language The impact of multiple realities on persuasive

communication

Persuasive Communication Persuasive Communication Enabling People / Envision a Enabling People / Envision a

Different Future. Different Future. Attributes of the sender Attributes of receiverUsing persuasive communication

effectively

2

Participation Creating a Participation Creating a Shared Reality ThroughShared Reality Through

Examples of unsuccessful participatory management

Why participatory system and strategies are needed.

Multiple realities- Working through resistance to change

Bringing organizational knowledge into the decision making process.

Participation Creating a Participation Creating a Shared Reality ThroughShared Reality Through

Empowering EmployeesThe development of commitment Using participation effectively

2

Expectancy Expectancy Using the Power of Self-Using the Power of Self-

Fulfilling ProphecyFulfilling ProphecyUse and Misuse of Expectancy methodsExpectancy and transformational LeadershipThe dynamics of Expectancy How self-fulfilling prophecies developApplying expectancy to transformational

change

Role Modeling Role Modeling Showing How It’s Done Showing How It’s Done

Role modeling in transformational change Misuse of role modeling The dynamics of role modeling The impact of multiple realities on role

modelingRole modeling and mentoring Successful Application of modeling Using role modeling effectively

Structural Rearrangement Structural Rearrangement Shaping the work Shaping the work

Environment Environment Problems encountered in use of structural

rearrangement Methods for changing work processes, roles

and responsibilitiesA new paradigm for structural

rearrangement Using structural rearrangement effectively

Extrinsic Rewards Extrinsic Rewards Reinforcing Transformative Reinforcing Transformative

BehaviorsBehaviorsThe role of extrinsic rewards in transformational

change Behavior- Reward relationship in transformational

change Misapplication of Extrinsic RewardsThe Dynamics of selective reinforcementConflicting views of the value of extrinsic rewards

Extrinsic Rewards Extrinsic Rewards Reinforcing Transformative Reinforcing Transformative

BehaviorsBehaviorsExternal Rewards and Multiple RealitiesSuccessful use of extrinsic rewards in

transformational change Using extrinsic rewards effectively

2

CoercionCoercionUsing It LegitimatelyUsing It Legitimately

Drawbacks of using coercionReasons to use coercionThe dynamics of coercionThe needs of the organizationThe price of using coercionUsing coercion effectively Successful applications of coercion

Integrating The Strategies for Integrating The Strategies for Maximum ImpactMaximum Impact

Examples of successful transformation

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Myeshi Briley

Happy Reading